#3: Failure to timely apply forfeitures
When an employee terminates employment with an unvested balance in the employer’s retirement plan, the unvested balance remains in the plan and is called a forfeiture. Proposed regulations on using forfeitures in retirement plans suggest that forfeitures should be utilized by the last day following the plan year in which they are generated. These regulations basically formalize, for defined contribution plans, what has been the IRS’s informal guidance in the past. Most pre-approved plan documents already include provisions similar to the proposed regulations. Despite this, many plans have thousands of dollars in unallocated forfeitures that have not been utilized within the time period prescribed in their plan document.
The failure to timely manage a forfeiture balance usually stems from the employer not understanding 1) that funds are available, 2) how they can be utilized based on the terms of the plan document, and 3) how to direct the plan recordkeeper to use the funds. Plan documents often provide flexibility in how the forfeitures are used, including to pay plan expenses, offset the funding of employer contributions, or reallocate to participants.
Employers and other plan fiduciaries should be aware that recent litigation has emerged surrounding the use of forfeitures in retirement plans, particularly 401(k) plans. These lawsuits challenge the longstanding practice of using forfeitures to offset employer contributions, a method permitted by IRS regulations. Plaintiffs argue that this practice violates ERISA fiduciary duties, even if the plan documents authorize it.
If an employer discovers there are unused forfeitures, the corrective action is to utilize them. However, they should work with their plan advisors to understand the proper way to use them. For example, can the entire amount be used to reduce the upcoming funding of an employer contributions or does some or all of it need to be allocated to participants for a prior plan year?