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15.3 Mandatory Disaggregation, Permissive Aggregation & Line of Business (SLOB) Rules
ASPPA Qualified 401 k
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1 Chapter 1: Plan Qualification Requirements
1.1 IRC §401(a) Core Qualification Requirements & Exclusive Benefit Rule 1.2 Written Plan Documents, Pre-Approved vs. Individually Designed Plans & Restatements 1.3 Anti-Alienation, Qualified Domestic Relations Orders (QDROs) & Claims Procedures
2 Chapter 2: Retirement Plan Types & Structures
2.1 Defined Contribution vs. Defined Benefit Fundamentals & Hybrid Cash Balance Plans 2.2 Profit Sharing, Money Purchase & 401(k) Cash or Deferred Arrangements (CODAs) 2.3 Other DC Designs: ESOPs, SEPs, SIMPLE IRAs, SIMPLE 401(k)s, 403(b)s & 457(b)s
3 Chapter 3: Eligibility & Participation Rules
3.1 Statutory Age and Service Conditions Under IRC §410(a) 3.2 Hours-of-Service Crediting vs. Elapsed-Time Method 3.3 Plan Entry Dates, Dual Eligibility & Computation Periods 3.4 Amending Plan Eligibility Requirements & Explaining Eligibility to Plan Sponsors
4 Chapter 4: Special Eligibility Provisions & Long-Term Part-Time Employees
4.1 Excludable Employee Classifications & Job Categories 4.2 SECURE 2.0 Long-Term Part-Time (LTPT) Rules (500 Hours / 2-Year Standard) 4.3 Breaks in Service, Re-Employment Rules & Service Re-Crediting 4.4 Service Across Employers: Predecessor Employers, M&A Transitions, Leased Employees & Independent Contractors
5 Chapter 5: Vesting Schedules & Forfeiture Handling
5.1 Statutory Vesting Schedules: 3-Year Cliff, 2-to-6-Year Graded & 100% Immediate 5.2 Calculating Years of Vesting Service, Computation Periods & Service Exclusions 5.3 Forfeiture Determination, Timing, Allocation Methods & Re-Crediting 5.4 Mandatory Full-Vesting Events, Vesting Schedule Amendments & the 3-Year Election
6 Chapter 6: Employee Contributions & Deferral Limits
6.1 Pre-Tax Elective Deferrals & Designated Roth 401(k) Contributions 6.2 IRC §402(g) Annual Limits, Age-50 Catch-Up & SECURE 2.0 Super Catch-Up 6.3 Voluntary After-Tax Contributions & Automatic Contribution Arrangements (ACA, EACA) 6.4 Rollover Contributions Into the Plan: Eligible Sources, Direct vs. 60-Day Rollovers & Invalid Rollovers
7 Chapter 7: Employer Contributions & Allocations
7.1 Employer Matching Contributions: Fixed, Discretionary & Tiered Formulas 7.2 Discretionary Profit-Sharing: Pro-Rata Comp-to-Comp & Permitted Disparity (Social Security Integration) 7.3 Age-Weighted Allocations, Cross-Testing / New Comparability & Allocation Conditions 7.4 IRC §415(c) Annual Additions Limits, Excess Corrections & §404 Deduction Caps
8 Chapter 8: Safe Harbor 401(k) Plan Design
8.1 Traditional Safe Harbor Formulas: 3% Nonelective vs. Basic and Enhanced Matching 8.2 Qualified Automatic Contribution Arrangement (QACA) Safe Harbor 8.3 Safe Harbor Notice Rules, Mid-Year Elections, Suspension & SECURE 2.0 Flexibility 8.4 Safe Harbor Advantages, Disadvantages & the Top-Heavy Exemption 8.5 Verifying Safe Harbor Contribution Compliance & Comparing Safe Harbor to Non-Safe Harbor Plans
9 Chapter 9: Participant Loans & Compliance
9.1 IRC §72(p) Statutory Loan Limits ($50,000 / 50% Vested Balance Calculation) 9.2 Loan Terms: 5-Year Amortization, Principal Residence Exception & Interest Rates 9.3 Loan Defaults, Cure Periods, Deemed Distributions vs. Plan Loan Offsets
10 Chapter 10: Plan Distributions & Distributable Events
10.1 Distributable Events: Severance, Death, Disability & Normal Retirement 10.2 In-Service Withdrawals, Hardship Distributions & SECURE 2.0 Emergency Access 10.3 IRC §72(t) 10% Early Distribution Penalty & Statutory Exceptions 10.4 QJSA and QPSA Survivor Annuity Rules, the DC Plan Exemption & Spousal Consent Administration 10.5 Distribution Restrictions by Contribution Source & Plan Termination Distributions
11 Chapter 11: Mandatory Cash-Outs, Taxation & RMDs
11.1 Mandatory Cash-Out Limits ($7,000 Threshold) & Automatic Rollover IRAs 11.2 Taxation of Distributions, 20% Mandatory Federal Withholding & Direct Rollovers 11.3 Required Minimum Distributions (RMDs) Under IRC §401(a)(9) & SECURE 2.0 (Age 73) 11.4 Distribution Tax Reporting: Form 1099-R Codes, Form 945, In-Kind Distributions & Net Unrealized Appreciation
12 Chapter 12: Compensation Definitions for Testing & Allocations
12.1 IRC §415 Statutory Compensation Definitions: W-2, Box 1 & Section 3401(a) 12.2 IRC §414(s) Safe-Harbor vs. Custom Compensation & Nondiscrimination Testing 12.3 IRC §401(a)(17) Annual Compensation Limit & Deemed / Partial Year Rules 12.4 Applying the Plan's Compensation Definition: Components, Payroll Mapping & Common Administrative Errors
13 Chapter 13: Highly Compensated Employee (HCE) Determination
13.1 IRC §414(q) Statutory Tests: 5% Owners & Compensation Lookback ($160,000 Threshold) 13.2 Top-Paid 20% Group Election & Determination Year Mechanics 13.3 Family Attribution Rules Under IRC §318 / §1563 in HCE Determination 13.4 Former HCEs, Short Plan Years & Non-Calendar-Year HCE Determination
14 Chapter 14: Minimum Coverage Testing: Ratio Percentage Test
14.1 IRC §410(b) Coverage Framework, Testing Group & Statutory Excludable Employees 14.2 Calculating Benefiting Participants & The Ratio Percentage Test (70% Standard) 14.3 Testing Frequencies (Daily, Quarterly, Annual) & Controlled Group Impacts 14.4 Deemed-Pass Situations & Correcting a Failed Coverage Test
15 Chapter 15: Minimum Coverage: Average Benefits Test & Aggregation
15.1 The Average Benefits Test: Nondiscriminatory Classification (Safe/Unsafe Harbor) 15.2 Average Benefit Percentage Test (ABPT) Mechanics & Calculation 15.3 Mandatory Disaggregation, Permissive Aggregation & Line of Business (SLOB) Rules 15.4 Otherwise Excludable Employees: When Disaggregation Rescues a Failing Test
16 Chapter 16: ADP and ACP Testing Fundamentals
16.1 Actual Deferral Percentage (ADP) Test: Eligible Participants & Included Deferrals 16.2 Actual Contribution Percentage (ACP) Test: Matching & After-Tax Contributions 16.3 Testing Standards: The 1.25 Test vs. 2.0 / 2% Spread Test & Prior Year vs. Current Year Elections 16.4 Why ADP and ACP Testing Exists & Which Plans Are Statutorily Exempt 16.5 Shifting Techniques: Moving Contributions Between the ADP and ACP Tests 16.6 Permissive Disaggregation & Restructuring to Pass the ADP and ACP Tests
17 Chapter 17: Correcting Failed ADP/ACP Tests
17.1 Calculating the Total Excess: Ratio Leveling vs. Dollar Leveling to Participants 17.2 Corrective Distributions to HCEs: Refund Calculations, Income Allocations & Withholding 17.3 Alternative Corrections: QNECs, QMACs (Bottom-Up vs. Pro-Rata) & Recharacterization to Catch-Up 17.4 Statutory Deadlines: 2.5-Month Rule, EACA 6-Month Window, §4979 10% Excise Tax & EPCRS Self-Correction 17.5 Switching Between Prior-Year and Current-Year Testing: Advantages, Limits & Anti-Abuse Rules
18 Chapter 18: Top-Heavy Testing & Compliance
18.1 Identifying Key Employees: Officers, 5% Owners & 1% Owners (> $150,000) 18.2 The 60% Top-Heavy Ratio: Determination Date, Valuation Date & Account Adjustments 18.3 Top-Heavy Minimum Contributions (3% Rule), Accelerated Vesting & Safe Harbor Exemption 18.4 Required and Permissive Aggregation Groups & Former Key Employees
19 Chapter 19: Government Reporting & Form 5500 Filings
19.1 Form 5500 Series: Form 5500, Form 5500-SF & Form 5500-EZ Eligibility 19.2 IQPA Independent Audit Threshold: SECURE 2.0 100-Participant Account Balance Rule 19.3 Filing Deadlines, Form 5558 Extensions, EFAST2 Mechanics, DFVC Program & Penalties 19.4 Form 8955-SSA: Reporting Deferred Vested Participants & Related Registration Filings
20 Chapter 20: Participant Disclosures & Statutory Notices
20.1 ERISA Title I Disclosures: SPD, SMM & SAR Timing and Content Requirements 20.2 Fee Disclosures Under ERISA §404(a)(5) & §408(b)(2), Plus Blackout Notices 20.3 Electronic Delivery Safe Harbors (2002 & 2020) & SECURE 2.0 Paper Statement Requirements 20.4 Which Service Providers Must Deliver Fee Disclosures & the Sponsor-Level §408(b)(2) Requirement
21 Chapter 21: ASPPA Professional Conduct & Ethics
21.1 ASPPA Code Overview: Precepts 1 through 6 (Integrity, Competence & Courtesy) 21.2 Conflicts of Interest (Precept 7), Confidentiality (Precept 9) & Work Product Control (Precept 10) 21.3 Professional Discipline, ASPPA Disciplinary Board & Fiduciary Boundary Issues
15.3 Mandatory Disaggregation, Permissive Aggregation & Line of Business (SLOB) Rules
Key Takeaways Explain This Topic AI
Treasury Regulation §1.410(b)-7 establishes the structural boundaries of a 'plan' for minimum coverage testing, defining mandatory disaggregation, permissive aggregation, and separate line of business rules.
Under mandatory disaggregation, a single plan document must be divided into separate independent plans for §410(b) testing: 401(k) elective deferrals, 401(m) matching/after-tax contributions, profit-sharing nonelective contributions, and ESOP portions must each be tested separately.
Permissive aggregation allows an employer to combine two or more separate plans to satisfy §410(b), provided the plans have the same plan year, are not mandatorily disaggregated, and pass IRC §401(a)(4) nondiscrimination as a combined single unit.
Under IRC §414(r), an employer operating Qualified Separate Lines of Business (QSLOBs) may test each line of business separately for coverage, provided each line meets four statutory criteria: bona fide separate business unit, at least 50 non-excludable employees, notice to the IRS on Form 5310-A, and satisfaction of administrative scrutiny.
Even when an employer successfully establishes QSLOBs, every plan must pass an employer-wide 'gateway' Nondiscriminatory Classification Test under IRC §410(b)(5)(B) before separate line testing is permitted.
Last updated: September 2026
15.3 Mandatory Disaggregation, Permissive Aggregation & Line of Business (SLOB) Rules
Note
Defining the Testing Entity: What is a 'Plan'? In the daily administration of qualified retirement plans, administrators casually refer to an employer's retirement program as "the plan." However, in the realm of federal statutory compliance under IRC §410(b) , the legal definition of a plan is governed strictly by Treasury Regulation §1.410(b)-7 . A single physical plan document adopted by an employer may legally constitute three, four, or even five separate "plans" that must each independently satisfy the minimum coverage requirements. Conversely, two completely separate plan documents maintained by an employer may, under certain statutory conditions, be combined together to pass coverage as a single unified plan.
Understanding the precise statutory boundaries of Mandatory Disaggregation , Permissive Aggregation , and Qualified Separate Lines of Business (QSLOBs) is essential for QKA candidates. Applying coverage testing to the wrong legal unit results in severe operational errors, improper passing determinations, or unnecessary corrective contributions.
Mandatory Disaggregation: Treas. Reg. §1.410(b)-7(c)
Under Treasury Regulation §1.410(b)-7(c) , the general rule is that each single plan document (defined under IRC §414(l)) is treated as a single plan for coverage testing. However, the regulations mandate that specific benefit arrangements contained within a single plan document MUST be disaggregated into separate independent plans for IRC §410(b) coverage testing. Each disaggregated portion must stand on its own feet and satisfy either the Ratio Percentage Test or the Average Benefits Test. +---------------------------------------------------------------------------------------------------+
- | THE SIX MANDATORY DISAGGREGATION CATEGORIES |
- +---------------------------------------------------------------------------------------------------+
- | |
- | 1. IRC §401(k) CODA PORTION: |
- | • Elective deferrals (pre-tax and Roth) must be tested separately from all other portions. |
- | |
- | 2. IRC §401(m) MATCHING & AFTER-TAX PORTION: |
- | • Employer matching contributions and employee voluntary after-tax contributions must be |
- | tested as a separate plan. |
- | |
- | 3. NONELECTIVE / PROFIT-SHARING PORTION: |
- | • Employer discretionary profit-sharing, fixed nonelective, and safe harbor nonelective |
- | contributions form a separate testing plan. |
- | |
- | 4. ESOP VS. NON-ESOP PORTIONS: |
- | • Under Treas. Reg. §1.410(b)-7(c)(2), an Employee Stock Ownership Plan (ESOP) under |
- | IRC §4975(e)(7) must be disaggregated from the non-ESOP portion of the same plan. |
- | |
- | 5. COLLECTIVELY BARGAINED (UNION) VS. NON-UNION: |
- | • Employees covered by a bona fide collective bargaining agreement under IRC §410(b)(3)(A) |
- | must be disaggregated from non-union employees; separate union agreements are also |
- | disaggregated from each other. |
- | |
- | 6. OTHERWISE EXCLUDABLE EMPLOYEES (EARLY PARTICIPATION RULE): |
- | • Under IRC §410(b)(4)(B), if a plan covers employees who have not yet attained age 21 |
- | and 1 year of service, the employer may elect to disaggregate the plan into statutory |
- | entrants and early entrants. |
- | |
- +---------------------------------------------------------------------------------------------------+
- The Standard 401(k) Plan Disaggregation Triad
Consider the typical corporate retirement plan: an employer adopts a single plan document containing a 401(k) salary deferral feature, an employer matching contribution, and an annual discretionary profit-sharing contribution. In compliance testing, this single plan document is mandatorily disaggregated into THREE separate plans :
The 401(k) Plan : Governs elective deferrals. An employee "benefits" under this portion simply by being eligible to defer, regardless of whether they actually make a deferral!
The 401(m) Plan : Governs matching contributions. An employee "benefits" under this portion by being eligible to receive a match if they make a deferral!
The Nonelective (Profit-Sharing) Plan : Governs employer profit-sharing allocations. An employee "benefits" under this portion only if they actually receive an allocation of contributions or forfeitures (or were prevented solely due to an impermissible last-day or 1,000-hour requirement when tested under the coverage rules).
Important
The Benefiting Rule Asymmetry : A major ASPPA QKA exam distinction is that for the 401(k) and 401(m) portions, eligibility equals benefiting . A non-excludable employee who chooses not to defer is still counted as "benefiting" for §410(b) coverage on the 401(k) and 401(m) portions! In sharp contrast, for the profit-sharing portion, only employees who actually receive an allocation are benefiting . Consequently, a standard 401(k) plan almost always passes coverage easily on its 401(k) and 401(m) portions (where all eligible employees benefit), while the profit-sharing portion may fail if allocations are restricted by hours-of-service or employment-status conditions!
The Otherwise Excludable Disaggregation Election
Under IRC §410(b)(4)(B) , if an employer adopts liberal eligibility criteria (for example, allowing employees to participate immediately upon hire at age 18, whereas the statutory maximum under IRC §410(a) is age 21 and 1 year of service), the employer may elect to disaggregate the plan into two separate plans:
Plan 1 (Statutory Entrants) : Tested considering only employees who have met age 21 and 1 year of service;
Plan 2 (Otherwise Excludable Entrants) : Tested considering only employees who have NOT met age 21 and 1 year of service.
This disaggregation election prevents high turnover among part-time, temporary, or young employees from dragging down the plan's overall ratio percentage.
Permissive Aggregation: Treas. Reg. §1.410(b)-7(d)
While mandatory disaggregation forces a single document to be split apart, Permissive Aggregation allows an employer to combine two or more separate qualified plan documents and treat them as a single plan for minimum coverage testing under IRC §410(b).
Statutory Conditions for Permissive Aggregation
An employer cannot simply combine plans at will. Under Treasury Regulation §1.410(b)-7(d) , permissive aggregation is permitted if and only if all of the following statutory requirements are satisfied:
Identical Plan Years : The plans being combined must operate on the exact same plan year (e.g., both plans must operate on a calendar plan year ending December 31).
Joint IRC §401(a)(4) Nondiscrimination Testing : The aggregated plans must satisfy the nondiscrimination requirements of IRC §401(a)(4) as a single combined plan! If Plan A (a rich 10% contribution plan for executives) and Plan B (a modest 2% contribution plan for staff) are permissively aggregated to pass §410(b) coverage, they must then be cross-tested together under §401(a)(4) to prove that the combined benefit structure does not discriminate in favor of HCEs.
Prohibition on Aggregating Disaggregated Portions : An employer CANNOT permissively aggregate plan portions that are subject to mandatory disaggregation. For example, an employer cannot combine a 401(k) elective deferral portion with a profit-sharing plan to pass coverage for the profit-sharing plan, nor can an employer aggregate an ESOP with a non-ESOP.
Consistency Rule : An employer cannot aggregate plans inconsistently. If Plan A and Plan B are aggregated to pass coverage, they must generally be treated as a single plan for all coverage and nondiscrimination purposes for that testing year.
Permissive Aggregation Decision Matrix
Plan Pair Combination Permissively Aggregable for §410(b)? Regulatory Authority & Conditions
Profit-Sharing Plan A + Profit-Sharing Plan B YES Treas. Reg. §1.410(b)-7(d); must share same plan year and pass §401(a)(4) combined
Profit-Sharing Plan + Defined Benefit Plan YES Permitted under DB/DC cross-testing rules of Treas. Reg. §1.401(a)(4)-8
401(k) Deferral Portion + Profit-Sharing Plan STRICTLY PROHIBITED Violates mandatory disaggregation under Treas. Reg. §1.410(b)-7(c)(1)
401(m) Matching Portion + Profit-Sharing Plan STRICTLY PROHIBITED Violates mandatory disaggregation under Treas. Reg. §1.410(b)-7(c)(1)
- ESOP + Non-ESOP Plan STRICTLY PROHIBITED Explicitly prohibited by Treas. Reg. §1.410(b)-7(c)(2)
- Collectively Bargained + Non-Union Plan STRICTLY PROHIBITED Explicitly prohibited by IRC §410(b)(3)(A)
- Qualified Separate Lines of Business (QSLOB): IRC §414(r)
Under the single-employer rules of IRC §414(b), (c), and (m) , all employees of a controlled group or affiliated service group must be aggregated and tested together for minimum coverage. For large, diversified conglomerates operating in completely distinct commercial industries (e.g., an enterprise that owns both a commercial airline and an agricultural farming business), applying uniform coverage rules across all operations is economically impractical and administratively burdensome.
To provide relief, Congress enacted IRC §414(r) and IRC §410(b)(5) , establishing the Qualified Separate Line of Business (QSLOB) framework. If an employer satisfies the rigorous requirements of IRC §414(r) and Treas. Reg. §1.414(r)-1 through §1.414(r)-11 , the employer may test its retirement plans for minimum coverage (and §401(a)(4) nondiscrimination) separately within each independent line of business . +---------------------------------------------------------------------------------------------------+
- | THE FOUR STATUTORY PREREQUISITES FOR QSLOB STATUS |
- +---------------------------------------------------------------------------------------------------+
- | |
- | PREREQUISITE 1: BONA FIDE SEPARATE LINE OF BUSINESS (IRC §414(r)(1)) |
- | • Must be an identifiable business operation providing distinct products or services. |
- | • Must be organized as a separate operational unit with separate management, separate |
- | workforce, and separate financial accounting/profit center. |
- | |
- | PREREQUISITE 2: THE 50-EMPLOYEE HEADCOUNT MINIMUM (IRC §414(r)(2)(A)) |
- | • The line of business must employ at least 50 NON-EXCLUDABLE EMPLOYEES on each day of the |
- | testing year. (Excludes employees who fail age 21 / 1 year service, union, etc.). |
- | |
- | PREREQUISITE 3: MANDATORY IRS NOTICE (IRC §414(r)(2)(B)) |
- | • The employer must formally notify the IRS that the line of business is being treated as a |
- | QSLOB by filing IRS FORM 5310-A by the prescribed notification deadline. |
- | |
- | PREREQUISITE 4: ADMINISTRATIVE SCRUTINY (IRC §414(r)(2)(C)) |
- | • Must satisfy IRS administrative scrutiny through ONE of three pathways: |
- | (a) Statutory Safe Harbor (HCE Ratio between 50% and 200%, or 10% Exclusive HCE Rule); |
- | (b) Regulatory Safe Harbors (Industry category, FAS 14/ASC 280, M&A safe harbor); OR |
- | (c) Individual IRS Determination Letter / Private Letter Ruling (PLR). |
- | |
- +---------------------------------------------------------------------------------------------------+
- The Administrative Scrutiny Pathways
Under Treas. Reg. §1.414(r)-5 , a separate line of business must satisfy administrative scrutiny to prevent employers from gerrymandering executive divisions into artificial separate lines. The primary pathways are:
The Statutory Safe Harbor (IRC §414(r)(3)) : The percentage of HCEs servicing the separate line of business must be:
At least 50% of the employer-wide HCE percentage; AND
Not more than 200% of the employer-wide HCE percentage.
The 10% Exception : The 50% floor is deemed satisfied if at least 10% of all HCEs of the employer perform services exclusively for that separate line of business.
Regulatory Safe Harbors : Pre-established objective safe harbors in the regulations, including:
Different Industries Safe Harbor : Lines operating in distinct Standard Industrial Classification (SIC) or NAICS industry categories;
FAS 14 / ASC 280 Financial Reporting Safe Harbor : Lines maintained as reportable industry segments on audited financial statements;
Minimum and Maximum Benefits Safe Harbor : Providing guaranteed minimum statutory benefits to NHCEs or capping benefits for HCEs.
IRS Individual Determination Letter : If a line fails the safe harbors, the employer may apply directly to the IRS National Office for an individual determination letter confirming QSLOB status.
The Critical Gateway Test: IRC §410(b)(5)(B)
A paramount compliance rule frequently tested on the ASPPA QKA examination is the Employer-Wide Gateway Coverage Requirement under IRC §410(b)(5)(B) :
Warning
QSLOB Status Does NOT Eliminate Employer-Wide Testing! An employer cannot simply qualify as a QSLOB and completely disregard its employer-wide demographics. Under IRC §410(b)(5)(B) and Treas. Reg. §1.414(r)-8(b)(2), before any plan can be tested on a separate line of business basis, the plan must FIRST pass the Nondiscriminatory Classification Test on an EMPLOYER-WIDE BASIS across the entire controlled group!
Gateway Nondiscriminatory Classification Mechanics
To pass the gateway, the plan being tested must satisfy the reasonable classification and nondiscriminatory classification rules of Treas. Reg. §1.410(b)-4 on an employer-wide basis, with one vital regulatory accommodation:
For the gateway test only , the required safe harbor percentage is reduced by replacing the 50% baseline with 25% (if the plan's ratio percentage is at least 25%, it automatically passes the gateway safe harbor)!
Once the plan satisfies this employer-wide gateway test, it is then tested for full minimum coverage (70% Ratio Percentage Test or Average Benefits Test) considering ONLY the employees assigned to that specific Qualified Separate Line of Business . +---------------------------------------------------------------------------------------------------+
- | QSLOB TWO-TIER COVERAGE TESTING ARCHITECTURE |
- +---------------------------------------------------------------------------------------------------+
- | |
- | TIER 1: THE EMPLOYER-WIDE GATEWAY TEST (IRC §410(b)(5)(B)) |
- | • Test the plan against ALL non-excludable employees across the entire controlled group. |
- | • Must satisfy the Nondiscriminatory Classification Test (Treas. Reg. §1.410(b)-4) using |
- | the modified QSLOB gateway safe harbor table. |
- | • If Tier 1 Fails --> STOP! The plan cannot utilize QSLOB rules and must pass coverage |
- | on an employer-wide basis. |
- | |
- | TIER 2: THE SEPARATE LINE COVERAGE TEST (Treas. Reg. §1.414(r)-8) |
- | • If Tier 1 Passes, isolate the employees assigned to this specific QSLOB. |
- | • Employees of all other QSLOBs are treated as STATUTORILY EXCLUDABLE EMPLOYEES! |
- | • The plan must satisfy either: |
- | (a) The 70% Ratio Percentage Test within this QSLOB, OR |
- | (b) The Average Benefits Test within this QSLOB. |
- | |
- +---------------------------------------------------------------------------------------------------+
- Practical Comprehensive Compliance Case Study
Global Consolidated Enterprises (GCE) operates two distinct commercial divisions:
- Aerospace Division : 200 non-excludable employees (20 HCEs, 180 NHCEs);
- Hospitality Division : 80 non-excludable employees (5 HCEs, 75 NHCEs);
Total Controlled Group Non-Excludable Workforce: 280 employees (25 HCEs, 255 NHCEs).
GCE maintains the GCE Aerospace 401(k) Plan exclusively for employees of the Aerospace Division. GCE wishes to test the Aerospace Plan on a separate line of business basis under IRC §414(r).
QSLOB Qualification Verification:
Separate Line : Aerospace and Hospitality provide completely distinct products/services with separate management, separate workforces, and dedicated financial accounting. (Satisfied).
50-Employee Rule : Aerospace has 200 employees; Hospitality has 80 employees. Both lines exceed the 50-employee statutory minimum. (Satisfied).
IRS Notice : GCE timely files Form 5310-A with the IRS designating both lines as QSLOBs. (Satisfied).
Administrative Scrutiny : Aerospace operates in a completely different NAICS industry category from Hospitality, satisfying the industry category regulatory safe harbor. (Satisfied).
Testing Coverage for the Aerospace Plan:
Stage 1: The Employer-Wide Gateway Test (IRC §410(b)(5)(B))
The Aerospace Plan covers 20 of GCE's 25 HCEs (80.00%) and 180 of GCE's 255 NHCEs (70.59%).
Employer-Wide Plan Ratio Percentage = 70.59 % / 80.00 % = 88.24 % 70.59\% / 80.00\% = \mathbf{88.24\%} 70.59%/80.00% = 88.24% .
Because the employer-wide ratio percentage of 88.24% exceeds the modified gateway threshold, the plan passes the Tier 1 Gateway Test .
Stage 2: Testing Coverage Within the Aerospace QSLOB
Now isolate the Aerospace Division. The 80 employees of the Hospitality Division are treated as statutorily excludable employees!
Aerospace QSLOB Population:
- Non-Excludable HCEs: 20; Benefiting HCEs: 20 (100.00%)
- Non-Excludable NHCEs: 180; Benefiting NHCEs: 180 (100.00%)
QSLOB Ratio Percentage = 100.00 % / 100.00 % = 100.00 % 100.00\% / 100.00\% = \mathbf{100.00\%} 100.00%/100.00% = 100.00% .
The plan passes the 70% Ratio Percentage Test with flying colors within its separate line of business!
Common ASPPA QKA Exam Traps
Exam Trap 1: Permissively Aggregating Mandatorily Disaggregated Portions : Exam scenarios describe an employer aggregating a 401(k) deferral plan with a profit-sharing plan to pass coverage for the profit-sharing plan. Portions subject to mandatory disaggregation can NEVER be permissively aggregated!
Exam Trap 2: Permissively Aggregating an ESOP with a Non-ESOP : Candidates often assume that because both are defined contribution plans, an ESOP can be combined with a profit-sharing plan to pass §410(b). Treas. Reg. §1.410(b)-7(c)(2) strictly forbids aggregating ESOPs with non-ESOPs.
Exam Trap 3: Confusing the QSLOB Headcount Minimum : Questions frequently offer multiple choice options with 25, 50, 100, or 250 employees. The statutory requirement under IRC §414(r)(2)(A) is exactly 50 non-excludable employees.
Exam Trap 4: Forgetting the Form 5310-A Notice Requirement : Candidates often analyze all substantive business aspects of a separate line of business and conclude it is a QSLOB, ignoring that the employer failed to file Form 5310-A. Without timely Form 5310-A notice to the IRS, QSLOB status is legally void!
Exam Trap 5: Overlooking the Employer-Wide Gateway Test : Assuming that once an employer qualifies as a QSLOB, it never has to test against the outside workforce. Every plan must satisfy the employer-wide nondiscriminatory classification gateway test under IRC §410(b)(5)(B).