The Heroes Earnings Assistance and Relief Tax (HEART)
Act, enacted this summer, contains some easily-overlooked
provisions that may have significant impact on your
company's employee benefit programs. In general, these
provisions are voluntary and only apply if you have employees who
have been called to active military duty. However, a few provisions
are mandatory.
Death of an employee while on active military
duty: This new requirement affects all retirement plans,
including 401(k) plans, and provides that participants who die
while on active military duty must be considered employed on the
date of their death under terms of the plan. As a result, if a plan
fully vests an employee upon death, then the retirement benefit is
fully vested for the deceased veteran. This rule can have a more
complex impact on Defined Benefit plans that often have additional
benefit accrual or pre-retirement survivorship benefits that are
applicable upon an employee's death. Since this provision
is retroactive to January 1, 2007, an employer may need to adjust
the benefit paid to the survivors of a veteran who died in 2007 or
2008, depending upon the actual terms of the plan.
Retirement Plan service credit: Currently,
retirement plans are required to give service credit to a returning
employee for the period of the employee's military service,
provided the return to work is timely. Thus, if an employee is on
active duty for a year, the retirement plan must include that year
as a year of service, as long as the employee has returned to work
shortly after returning from active duty. The HEART Act has created
an option for plans to give this benefit accrual credit to those
employees who cannot return to employment due to death or
disability that occurred while on active military duty. This credit
can be retroactive to January 1, 2007 and applied to the
employee's account as if the employee had returned to work
the day before death or disability. By electing to provide this
credit, the plan would allocate any matching contributions to the
veteran's 401(k) account based on the 12-month average
contribution made by this veteran prior to going on active
duty.
Differential Pay: The Act ends the confusion over
the proper treatment of "differential pay"
provided by the employer to make up the difference between normal
pay and active duty military pay as to whether it is a benefit or
compensation. Differential pay is defined now as compensation and
thus the individual on military leave can make salary deferral
contributions from that pay. In addition, the employer is required
to withhold federal income tax payments on this pay. This
"compensation" does not change the ability of the
employee on active duty to receive a distribution of elective
deferrals as if separated from service. This change is for all
differential pay paid after 2008.
Distribution from Cafeteria Plans: A Flexible
Health Spending Account plan may permit a "qualified reservist
distribution" (QRD). This provision would allow an employee
who deferred funds into an FSA to receive a distribution of these
funds without having incurred a medical expense. (The Act does not
provide for a similar distribution from a Dependent Care FSA.) To
be eligible for a QRD, the employee must have been called up for
active duty for a period of at least 179 days or an indefinite
period. This distribution would be included in the taxable income
of the employee in the year distributed. A QRD can be anytime after
June 18, 2008 provided the plan has been amended by December 31,
2008 to permit this distribution.
Timing: Most retirement plans are required to
amend the plan by Dec. 31, 2010 for the HEART Act changes, although
plans may be administered under these terms now. Plan
administrators who elect to add any of these features should be
careful to apply them consistently and in a non-discriminatory
manner to all employees. Contact our ERISA benefits attorneys if
you have questions regarding the HEART Act or need assistance in
updating your company's benefits plans to comply with the
HEART Act.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
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