1 TOP TEN QDRO MISTAKES THAT EVEN EXPERIENCED LAWYERS MAKE ABA 2011 SECTION OF FAMILY LAW SPRING CONFERENCE April 2011 Amelia Island, Florida
2 TABLE OF CONTENTS I. Introduction...3 II. Top Ten QDRO Mistakes That Even Experienced Lawyers Make...5 1) Misunderstanding the Type of Plan to be Divided...5 Defined Contribution Plans...5 Defined Benefit Plans...5 Cash Balance Plans...6 2) Attempting to Divide Non-Divisible Plans...7 Government and Other Non-ERISA Retirement Plans...10 Special Tip: Dividing IRAs ) Failing to Use the Correct Name of the Plan ) Failing to Set a Clear Date of Division ) Failing to Address Earnings and Losses in a Defined Contribution Plan ) Failing to Address Surviving Spouse Issues ) Messing Up the Equalization of Multiple Plans ) Ignoring Loan Balances ) Failing to Indicate Who is Responsible for Drafting the QDRO...23 Special Bonus Tip: QDRO Processing Fees ) Failing to Implement the QDRO...25 III. Conclusion
3 I. Introduction You re in the middle of complicated settlement negotiations. The parties have finally worked through their volatile custody issues, and now they re tackling financial matters. Bank accounts, debts, sale of the marital home all of these issues are resolved after much debate between the parties and counsel. Retirement funds? Both sides agree to simply split them in half: Husband shall transfer fifty percent (50%) of his retirement accounts to Wife by QDRO. That was easy. You move on to the next issue, and start making detailed lists of who gets each item of the parties furniture and electronics. At the end of a long day, the parties have reached agreement on all issues, and you breathe a sigh of relief. You just have a few loose ends to tie up, like the QDRO, before you can close the case. For too many lawyers, that sigh of relief is premature. It seems that more often than not, QDROs cause problems long after the case should be finished. Although an agreement seems simple and clear at the settlement conference, all sorts of arguments can arise over retirement issues after the divorce is final. These loose ends can cost your client a fortune to resolve, and take up precious hours of your time. Clients are generally infuriated when they are incurring legal fees many months after the final divorce because the attorneys can t seem to finish up that QDRO. Retirement plans are different. If the parties cars are described vaguely or inaccurately in a Settlement Agreement, this rarely presents a problem. If the Agreement says that the Wife will retain the Toyota minivan that she is currently driving, but she actually drives a Ford Explorer, there is little chance that this error will lead to much confusion or require further negotiations. The parties know exactly what kinds of cars they are driving, and their intent is - 3 -
4 usually perfectly clear. Even if the Agreement just states that the Wife will retain the car that she is currently driving, there is very little risk that this will become the subject of later dispute. Retirement plans are different because the parties rarely know exactly what kind of car they are driving they often do not know whether they have a defined contribution plan, defined benefit plan, or cash balance plan or several types of plans. They are almost never aware in advance when their retirement plans cannot be divided by QDRO. These distinctions make a huge difference in terms of what can be transferred in connection with a divorce, and how the transfer can be accomplished. And if the Agreement does not make it clear, to pick just one example, whether the non-employee spouse is entitled to any surviving spouse benefits, this lack of specificity can lead to post-divorce litigation to determine the precise meaning of the vague language in the Settlement Agreement. In many divorces, retirement plans are the parties most significant asset. Divorce attorneys must understand the basics of retirement plans so that they can properly represent their clients throughout the divorce process. Further, they must take the time during the initial stages of the divorce to get the information that they need about the parties benefits. When handling the division of retirement assets, keep in mind the following rule: pay now, or pay more later. A little preparation on the front end can save you and your client a lot of time and money at the end of the case. This paper will explore some common mistakes lawyers make with retirement benefits, and ways to avoid them. Some QDRO issues will always rear their ugly heads when you least expect them, but paying attention to these issues early in the case will save you countless hours and headaches later
5 II. Top Ten QDRO Mistakes 1) Misunderstanding the Type of Plan to be Divided Most settlement agreements just refer to the parties retirement plans, without specifying whether they are defined benefit or defined contribution plans, or both. There are significant differences between these two types of plans, although they are often lumped together in Settlement Agreements simply as retirement plans. To make matters more challenging, there are also a few plans which are a combination of the two. Attorneys should understand the distinctions between these types of plans: Defined Contribution Plans The most common example of a defined contribution plan is a 401(k) Plan. In a defined contribution plan, the employee can make pre-tax contributions into an account maintained in his or her own name. The employer can also make contributions of a fixed percentage of the employee s salary into the account. In a defined contribution plan, there is no guarantee as to how much money will be in the account when the employee retires. That depends on the performance of the investments in the account over time. The only thing that is guaranteed, or defined, is the amount that the employer contributes periodically to the employee s account. Defined Benefit Plans By contrast, in a defined benefit plan, there is no specific account maintained separately for a particular employee. As employees accumulate years of service to an employer, they accumulate credits toward their retirement benefits. A traditional pension plan is the most common type of defined benefit plan, in which employees know that if they work for Titanic - 5 -
6 Corporation for thirty years, they will receive a monthly benefit of a certain dollar amount for the rest of their lives after retirement. Thus, the amount of benefit that they will receive is defined (unlike in a defined contribution plan). That is, an employee is guaranteed (after working long enough for the benefits to vest ) a certain benefit based on the employee s length of service and salary at the time of retirement. It is important to understand the difference between these two types of plans. Often, in divorce negotiations, attorneys and parties refer simply to the retirement plan, but they don t investigate which type of plan the employee really has. Someone who participates in a defined contribution plan normally receives periodic statements showing the exact balance in the account. It is fairly simple to divide a defined contribution plan in a divorce, because the precise value of the account is usually easy to determine. It is often more complicated to divide a defined benefit plan, because the value of the benefit at any given time can only be determined based on actuarial calculations and assumptions regarding when the employee will retire or leave the company and what his salary will be at that time. Cash Balance Plans There is another type of retirement plan that often causes confusion in divorce cases. Cash balance plans are a hybrid of defined contribution and defined benefit plans. They have become increasingly popular with employers in recent years. Cash balance plans are technically defined benefit plans, with many features similar to defined contribution plans. The value of a cash balance plan is usually expressed in statements as a cash balance that is, they look a lot like defined contribution plans, because they show a precise dollar amount in an account for a particular employee. Many divorce practitioners treat cash balance plans just like defined - 6 -
7 contribution plans for purposes of settlement, only to find that cash balance plans are not as easily divided as defined contribution plans. In fact, many employees do not realize that their cash balance benefits are not the same as those in a traditional 401(k) plan. Cash balance plans seem to be the most common form of hybrid plan, but there are also other types of hybrid plans that have their own quirks. The distinction between the types of plans is important because you need to know what you are really dividing. Is it the right to receive monthly payments in the future, or a portion of an account with an identifiable balance that is fluctuating over time? The relevance of various issues, such as earnings and losses, surviving spouse benefits, and cost of living increases depends on the type of plan being divided. It is surprising how often settlement agreements contain statements such as, Wife shall receive one half of Husband s Pension Plan as of the date of the divorce, plus or minus earnings and losses from that date until the date the account is divided. This presents a problem, since the concept of earnings and losses does not apply to pension (defined benefit) plans. As discussed above, payments under defined benefit plans do not fluctuate with the market, and thus there are no earnings and losses. Drafting an Agreement with the wrong language for the type of Plan being divided can have far-reaching consequences for your client. 2) Attempting to Divide Non-Divisible Plans Many attorneys learn the hard way that some plans are simply not divisible by QDRO. There are a lot of retirement assets out there that do not fall under ERISA and just cannot be divided in a divorce. Many companies offer non-qualified retirement benefits to highly paid employees, which allows them to provide these employees with additional retirement benefits - 7 -
8 beyond those which the tax provisions of ERISA will permit. Non-qualified retirement plans are common for high-ranking employees, and they can almost never be divided or assigned to anyone other than the employee. Non-qualified plans usually have terms in their names such as: Supplemental SERP Non-qualified Excess Benefit Plans with these terms in their titles are usually not qualified and will NOT accept a QDRO. These plans normally contain provisions which specifically prevent them from making payments to anyone other than the employee, and thus there is no way for the plan to make payments directly to a former spouse, regardless of what any court orders the plan to do. It is crucial for divorce attorneys to determine whether a plan cannot be divided before settlement negotiations are completed. One of the most difficult post-divorce situations to deal with is when the parties discover, after the final judgment (in some cases, several years after the divorce), that one of the retirement assets they have agreed to divide is simply not divisible or assignable. It is worth noting, however, that a very small, but growing, number of non-qualified retirement plans will accept a Domestic Relations Order (a DRO, not a QDRO ) which provides for payments to be made to a former spouse. If attorneys investigate this issue during the divorce proceedings, and find that the nonqualified plan is truly non-divisible, then a provision can be included in the Settlement Agreement that recognizes that the funds cannot be divided until the employee spouse actually receives payment from the Plan. Payments from these plans are usually made after retirement, - 8 -
9 because they are intended to operate as golden handcuffs which provide incentives for key employees to remain with the company until retirement. If the employee is many years from retirement at the time of divorce, several very tricky issues arise with respect to how the payments to the non-employee spouse are to be calculated and taxed when they are received in the future. When this problem is identified during negotiations, a method for making such calculations can be set forth in the Agreement to avoid disputes in the future. Alternatively, if a non-divisible plan is the parties only major asset, you might consider having the employee spouse take out an insurance policy for the benefit of the other spouse, or increasing the alimony payments. Although these solutions have some drawbacks, they might be more appealing to the parties and less complicated than obligating the employee spouse to make payments to the other spouse every time the employee receives payments from the plan in the future. If the parties have a variety of assets, the simplest solution is often to have the Participant keep the non-divisible plan assets and award the other party some other asset of comparable value. It is usually so complicated and difficult to divide a non-divisible plan that it is often in the best interest of both parties to find a way to avoid the issue altogether. If you absolutely must conclude the case before you can determine whether the Plan will accept a QDRO or any other method of division, you may want to include an alternate provision in the Settlement Agreement such as the following: In the event that, following the execution of this Agreement, it is determined that Wife s Media Conglomerate Corporation Non-qualified Supplemental Executive Retirement Plan ( the Plan ) cannot be divided by QDRO, or any other method of division, the parties agree that the Husband shall receive $15,000 from the Wife s IRA in lieu of the funds awarded to him herein from the Plan
10 Government and Other Non-ERISA Retirement Plans There are several other types of retirement plans that are also not subject to the QDRO rules of ERISA. Government plans are exempt from ERISA. The federal government s three main retirement plans (the Thrift Savings Plan, Federal Employees Retirement System ( FERS ), and Civil Service Retirement System ( CSRS )) are divisible, but not by any document called a QDRO. These plans have their own mechanisms for division, which include specialized terminology. Publications and guidelines are available at for the Thrift Savings Plan and at for the FERS and CSRS. The Thrift Savings Plan is similar to a 401(k) Plan and relatively easy to divide. However, the FERS and CSRS are very complex plans with several unique qualities. Attorneys are strongly advised to familiarize themselves with these plans before attempting to divide them. The division of FERS and CSRS is riddled with traps for the unwary or unfamiliar. Similarly, the retirement benefits of those who have served in the military are extraordinarily complex, and require specialized knowledge to be properly divided. Lawyers should not attempt to divide military benefits without sufficient knowledge or experience, and should seek expert assistance. State and local government retirement systems are specifically exempt under ERISA, and many states have chosen not to apply the principles of ERISA to its retirement systems. This means that in some states, the retirement benefits of state and local governments are not divisible by any means. If you represent a government employee in the State of Georgia, investigate this issue at the beginning of the case to determine whether the benefits are divisible. Some state and local government employees participate in defined contributions plans (such as 403(b) plans), which are divisible. The remedies in situations where state and local retirement benefits are not divisible or transferable are the same as described above. If there is another significant asset of
11 comparable value, the non-employee spouse can be awarded that asset in lieu of any claim to the government retirement plan. Of course, the parties often simply do not have another asset of comparable value. In many cases, the only feasible solution is for the Settlement Agreement to require the employee spouse to send a portion of each payment he receives to the non-employee spouse. Generally, to neutralize the tax consequences, it makes sense to structure such payments as alimony if possible. This is, of course, less than ideal for both parties. The employee spouse has the burden of writing checks every month to his ex-spouse for the rest of his or her life, and the non-employee spouse is dependent on the employee s good faith in notifying her of his retirement and of timely and properly sending payment in full. Further, the issue of surviving spouse benefits complicates the matter. Under many circumstances, it is reasonable for the Agreement to require that the non-employee spouse be named as the sole surviving spouse and beneficiary of the retirement plan, but if this is not reasonable under the circumstances (for example, if the parties are young and/or have not been married for a long time), then the option of having the employee spouse maintain an insurance policy for the non-employee spouse may be a more desirable method of providing benefits to the non-employee spouse in the event of the employee spouse s death. There are a few other types of retirement plans that do not fall under ERISA. Section 457(f) Plans (which are similar to 401(k) plans but apply only to certain governmental and nongovernmental entities meeting various requirements under the tax code) cannot be divided by QDRO, but they may have their own procedure for division incident to divorce. Just like government plans, those plans sponsored by religious organizations (often called church plans ) do not have to accept QDROs, unless the terms of the particular plan permit them to do so
12 However, the law was revised several years ago to provide that Section 403(b) and 457(b) (for employees of tax-exempt organizations) plans are now divisible by QDRO. Special Tip: Dividing IRAs Contrary to popular belief, you do not need a QDRO to divide an Individual Retirement Account (IRA). IRAs are not subject to ERISA. The provision for the tax-free transfer of IRA funds in connection with a divorce is found at 26 U.S.C.A. 408(d)(6). A transfer may be made to a spouse or former spouse under this section if it is pursuant to a decree of divorce, or a written instrument incident to a divorce. The written instrument can be a separation agreement connected to a divorce, or a decree requiring payment of support to a spouse or former spouse. A letter of instruction and copy of the Final Judgment and/or Settlement Agreement should suffice to transfer funds from an IRA in a divorce case. Many financial institutions that sponsor IRAs have simple forms to fill out that will effectuate the tax-free transfer of funds in connection with a divorce. This is known as a trustee-to-trustee transfer, and it should not result in tax consequences to either party, if it is clear that the transfer is incident to a divorce. One reason that there is a common misperception that a QDRO is necessary to divide an IRA is that this is often what telephone representatives tell people who call financial institutions and inquire as to how to divide their IRAs in connection with a divorce. These representatives often say that they need a court order or a QDRO, but what they really need is a copy of the divorce decree and/or Agreement, to prove that the division is truly related to a legitimate domestic relations action. However, in many situations, it may turn out to be simpler and more expedient to prepare a separate court order, similar to a QDRO (but which does not make reference to ERISA) which directs the transfer of IRA funds in connection with the divorce
13 In states which have a bifurcated divorce procedure, IRA funds can be transferred between spouses prior to the entry of a final divorce decree. A written Settlement Agreement which provides for the transfer of funds and makes it clear that the parties are divorcing should be sufficient. However, to eliminate any possibility of not complying with 408(d)(6) for tax purposes, it is often prudent to simply prepare a separate order calling for the transfer of the IRA funds between the spouses as part of the divorce process. This order can be entered prior to the entry of the final divorce so that the funds can be transferred before the divorce is final. 3) Failing to Use the Correct Name of the Plan Believe it or not, knowing the correct name of the plan can be the key to finding crucial information. For example, if the parties have been talking about the Husband s retirement plan, but no one has specified what sort of plan it is, you can learn a lot from finding out that the plan is called the ABC Corporation 401(k) Plan, as opposed to the DEF Corporation Qualified Pension Plan, or even the GHI Corporation Non-Qualified Supplemental Income Plan for Highly Compensated Employees. These plan names tell you a lot about the parties retirement assets (specifically, in the examples above, whether they participate in a defined contribution, defined benefit, or non-qualified plan). Tracking down specific plan names can also yield information regarding how many retirement plans the employee participates in. In many cases, the parties simply refer to the employee spouse s retirement plan, when he actually participates in the company s 401(k) plan, a pension plan, and a non-qualified plan. If the Settlement Agreement awards the Wife half of Husband s retirement plan, what will happen when you discover, post-divorce, that there are actually three plans, all of which have very different features, and one of which is not divisible?
14 Further, if the Agreement refers only to the JKL Retirement Plan, and it turns out that the employee participates in three retirement plans with the company, one of which is actually called the JKL Retirement Plan, the employee might later take the position that the non-employee spouse is only entitled to a portion of the actual JKL Retirement Plan. The non-employee spouse will be in a tough legal position if the employee spouse refuses to divide the funds in the other plans, since the plain language of the settlement agreement does not award her a portion of anything other than the named plan. Simply put, it pays to find out in advance the exact names of all of the plans in which the employee spouse participates. 4) Failing to Set a Clear Date of Division Many settlement agreements fail to state a precise date for the division of retirement assets, which creates quite a bit of QDRO litigation. Always state the date as of which the funds are to be divided ( Husband is awarded one-half of the account balance as of April 1, 2011 (or, the date of the Final Judgment and Decree, or the date of retirement, or any other date to which the parties have agreed)). If you don t include this simple information in the Agreement, you may find yourself litigating about whether the parties intended the benefits to be divided as of the date the divorce was filed, the date of the mediation, the date the agreement was signed, the date of the Final Judgment and Decree, the date of retirement, or some other date. In a defined contribution plan, if the market spikes up or down during this period, and the Agreement is not specific, the parties may fight relentlessly over which date of division should control. Many thousands of dollars could be at stake for your client. The only exception to this rule is when a specific dollar amount is awarded in a defined contribution plan, and the parties do not intend for this amount to be adjusted for earnings and losses. If the parties have agreed that the Wife shall receive exactly $50,000 from the Husband s
15 plan, then the date of division is not relevant. In that instance, you still need to indicate the parties intent ( Husband is awarded exactly $50, of the account balance, which amount shall not be adjusted for earnings and losses. ). Remaining silent on this issue in the Agreement is an enormous mistake. One simple thing that can make the entire QDRO process run more smoothly is to use a month-end or first-of-the-month date for the date of the division. In many Plans, it is very easy to obtain a value of the benefit as of the first day of the month (or the last day), but surprisingly difficult to get a valuation as of any other date during the month. For simplicity s sake, it is usually best to pick an easy date for valuation rather than the date of the divorce or the date of the mediation. Mistakes regarding failing to set a date of division are usually intertwined with the following mistake: 5) Failing to Address Earnings and Losses in a Defined Contribution Plan There is usually a delay of several months (at least) between the date of division and the date that the funds in a defined contribution plan are actually divided. That is, an Agreement may specify that the funds shall be divided as of April 1, 2011, but this division does not actually take place until the QDRO is entered the following January. If the Agreement states that Wife shall receive fifty percent of the Husband s 401(k) plan balance as of April 1, 2011, and the account was worth $100,000 on April 1, 2011, but has grown to $106,000 by January 2012, what should the Wife receive when the account is divided? Fifty thousand dollars, or fifty-three thousand dollars? Of course, in the current economy, the scenario has been the (much more unpleasant) opposite: what if the account had $100,000 in it in April but has been reduced to $80,000 by January? Is the Wife supposed to receive fifty thousand dollars, or forty thousand?
16 The Agreement must specify what happens to earnings and losses on the amount awarded to the Wife between the date of division and the date the funds are actually distributed to her. Obviously, your position on this matter will depend on which party you represent and the facts of the case. If you agree on a specific dollar amount or percentage of the account as of a certain date, with no adjustment for earnings and losses, then the employee spouse is going to bear all of the potential risk of the value falling. If the market goes up dramatically, he may be very happy. But if it goes down, he may resent having to transfer $50,000 to his ex-wife, because this now represents a greater percentage of the total account balance. Conversely, the Wife will be happy with her guaranteed $50,000 if the market falls, but unhappy that she is not getting a share of the gains if the market goes up. Be careful to address these issues as follows: Wife shall receive 50% of Husband s Enron 401(k) Plan as of April 1, 2011, including investment earnings and/or losses on that amount from that date until the date the funds are completely distributed to Wife. OR: Wife shall receive 50% of Husband s Enron 401(k) Plan as of April 1, 2011, which amount shall not be adjusted for investment earnings and/or losses from that date until the date the funds are completely distributed to Wife. NOT: Wife shall receive 50% of Husband s Enron 401(k) Plan as of April 1, Note that if you agree that the awarded amount will be adjusted for earnings and losses, then neither party s interest should be affected by the amount of time it takes to complete the QDRO process. Even if the account is not actually divided for several years, each party will still get exactly what he or she would have received if the account had been divided on April 1, Essentially, the plan will calculate the benefit in a manner that will make it just as if a separate account had been established for the Wife on April 1, 2011, and then her separate account independently rose and fell with the market between that date and the date the account is actually
17 divided. Nonetheless, it is extremely important to get the QDRO done as soon as possible following the divorce, for reasons that will be discussed in greater detail below. 6) Failing to Address Surviving Spouse Issues Family law attorneys frequently fail to make sure that both pre- and post-retirement surviving spouse coverage are explicitly addressed in the Settlement Agreement. This is especially important for defined benefit plans. Surviving spouse benefits are probably the most complex area of QDRO practice, and there are far too many issues involved to fully address here. Attorneys should at least consider whether the non-employee spouse ( Alternate Payee ) is to be treated as the surviving spouse if the employee ( Participant ) dies before the transfer under the QDRO is completed. For a defined contribution plan, this can be as simple as making it clear that the Alternate Payee is entitled to receive the funds awarded to her regardless of when the Participant dies ( Wife shall receive her portion of the Husband s Google 401(k) Plan without regard to the death of the Husband ). Many attorneys do not realize that, in defined benefit plans, the surviving spouse benefit is substantially affected by whether the employee spouse dies before or after the commencement of benefit payments. Both situations must be addressed in the QDRO. Special attention should be paid to what will happen if the Participant dies after the QDRO is entered but before the benefit payment has begun. Keep in mind that, since payments normally do not commence until the employee reaches retirement age, this period can last many years. In many defined benefit plans, the Alternate Payee will receive no benefits if the Participant dies before payments begin, unless the Alternate Payee has been specifically designated as the surviving spouse for purposes of the Qualified Pre-Retirement Survivor Benefit ( QPSA ). Further, the Agreement should clarify whether the Alternate Payee is supposed to be the surviving spouse for the Participant s
18 entire benefit, or just for the portion of the benefit awarded to her. For the Alternate Payee, this can mean the difference between having her benefit remain unaffected by the Participant s preretirement death, and having her benefit reduced by half upon his death. This will also affect the Participant s ability to leave a survivor benefit to any subsequent spouse. Some plans will accept language providing for the Alternate Payee to receive that amount of the QPSA necessary to ensure that the Alternate Payee s benefit is not reduced as a result of the Participant s death prior to benefit commencement. This is often a good compromise. In most, but not all, defined benefit plans, the Alternate Payee can be awarded a separate interest under a QDRO which will mean that the Participant s post-retirement death will not affect the Alternate Payee s benefit. Therefore, the Alternate Payee does not need to be designated as the surviving spouse in order to receive her full benefit without regard to the postretirement death of the Participant. However, if the Plan does not provide for a completely separate interest (and plans at many large corporations do not), then it is crucial that the Alternate Payee be designated as the surviving spouse for the appropriate portion of the Participant s post-retirement survivor benefit. Attorneys should determine in advance whether the benefit will be paid as a separate interest in which the death of the Participant will not affect the Alternate Payee. If not, the extent of the Alternate Payee s interest in the post-retirement survivor benefit (often called the Qualified Joint and Survivor Annuity or QJSA ) should be defined in the Agreement. Again, some plans will accept language providing for the Alternate Payee to receive that amount of any post-retirement survivor benefit necessary to ensure that the Alternate Payee s benefit is not reduced as a result of the Participant s death following the commencement of benefits
19 If the Participant has already begun to receive benefit payments under the Plan, then it is normally not possible to do a separate interest QDRO. In that circumstance, the parties will generally need a shared interest QDRO, and, under the vast majority of plans, the surviving spouse designation made at the time of retirement will be irrevocable. One way to think about a shared payment QDRO after retirement is as a check splitter. Everything about the Participant s benefit has already been permanently determined, including the form and amount of the benefit, and the designation of the surviving spouse. All that can be done at that point under the QDRO in most circumstances is to split the check by paying a portion of each monthly payment to the former spouse under the QDRO. 7) Messing Up the Equalization of Multiple Plans Often, the parties have several defined contribution plans. In many cases, it is unnecessarily complicated and expensive to prepare a separate QDRO for each plan. Knowledgeable attorneys will try to save their clients money by combining the values of all of the defined contribution plans and simply transferring an equalizing amount from one account. Sometimes, the equalizing transfer can even be made from one IRA to another, so no QDRO is needed. This is usually a great idea, but it is often implemented incorrectly so that it ends up costing the parties more to untangle than it would have to prepare separate QDROs. There are several pitfalls that need to be avoided in order for the equalizing transfer to work correctly. Assume that the Wife has an IRA with a balance of $500 and a 401(k) in her name with a balance of $100. The Husband has an IRA with a balance of $200 and two 401(k) accounts, one with $400 and one with $200. Assume further that the parties have agreed to divide their
20 retirement plans equally. Rather than divide each of the five retirement plans, it is more efficient to add up the total value of the accounts and transfer funds from one account by QDRO. The Agreement should provide that the parties will exchange account statements for each account as of a specific date. This is the critical piece that is most often missed by attorneys. If you do not provide a specific date, then you create a situation with a moving target in which the parties can never complete the calculation and will argue forever about the values in each account. As a practical matter, it is best to select a first-of-the-month or month-end date of division. It is often difficult (or impossible) to obtain account statements for other dates, and this can lead to further conflict between the parties. Next, set forth how the calculation is to be completed. Normally, the parties exchange account statements and then determine the total value of all accounts on that date. Then they determine how much must be transferred from one account to the other spouse in order to equalize the total. It is helpful to include an example so that the calculation method is clear. If the parties have IRAs with sufficient funds, the transfer can be made as an IRA rollover without need for any QDRO. However, if the account with the equalizing funds is a qualified defined contribution plan, a QDRO will be necessary. Of course, you must make sure that the account that the equalizing funds will come out of will have enough assets in it to cover the transfer. Another common mistake is to try to adjust the equalizing amount for earnings and losses. This is another moving target problem. The parties need to understand that earnings and losses can only be calculated in one account, or else the amount to be transferred will never be calculable. The accounts need to be valued as of a certain date, and then the equalizing amount can be adjusted for earnings and losses from that date forward, only in the account from
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Summary Plan Description Prepared for Furman University Tax Deferred Annuity Plan INTRODUCTION Furman University has restated the Furman University Tax Deferred Annuity Plan (the Plan ) to help you and
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Summary Plan Description Prepared for TIAA-CREF Tax-Deferred Retirement Annuity Plan for all Wilkes University Personnel INTRODUCTION Wilkes University has restated the TIAA-CREF Tax-Deferred Retirement