As a company grows, it will experience many milestones, among which is its first 401k audit. As set by the United States Department of Labor (DOL), a 401k plan should be audited when it becomes a large plan. A large plan is considered to have at least 100 eligible participants on the first day of the plan year. Eligible participants include active, resigned, retired and deceased employees with beneficiaries, provided they all still receive benefits from the company.
Special note about the 80/120 Participant Rule
Small employee benefit plans may continue to waive a 401k audit, if the following conditions are met:Beginning of Plan Year:
- Eligible participants is between 80 to 120 participants, and
- Small Plan Annual Report was filed with the IRS in the year prior
- Gather plan-related documents: Auditors will ask for all relevant plan documents to check if your company is compliant and transparent. These documents include (but are not limited to):
- Executed plan documents and amendments,
- Executed board minutes and administrative committee minutes in relation to the plan,
- Previous years’ financial statements, and
- Copies of fidelity bond insurance cover.
- Plan Fiduciaries: A 401k plan should have a governing group responsible for complying, reporting, and recordkeeping. Members of this group are referred to as plan fiduciaries.
- Confirm operational compliance: Although changes to a plan are allowed, they should be applied legally and recorded fully. Otherwise, the plan isn’t considered to be operating within the bounds established by the plan documents. Operating outside established boundaries results in compliance issues.
Key compliance checks include:
- Eligibility provisions – Are all eligible employees allowed to participate and non-eligible employees screened out?
- What documents do you have in place that describe the eligibility procedures? Do you have a checklist that is utilized to act as a control?
- Compensation definition – Are your payroll records reconciled?
- How often are you reconciling payroll? Is there a review and sign-off procedure established?
- Loan restrictions – Are all outstanding loans compliant?
- What policies and procedures do you have in place? For example, are you testing for each loan to ensure that it does not exceed 50% of the vested balance, yet not greater than $50,000?
- Late deferral payments – Are you working with your payroll provider to ensure you make elected salary deferrals on time? What procedures do you have in place to ensure you make deposits on time?