After installation, a plan needs continuous supervision. RSG will provide the annual administration of the plan, determining newly eligible participants, additional benefits, allocation of contributions, compliance testing, maintenance of plan records and communication with your accountant and trustee.

The Plan Administration reports, which can be produced annually, semi-annually or quarterly, may include the following:

• Preparation and distribution to the Company of data collection forms, which will conveniently enable the Company to furnish or update pertinent Plan information, including the Employee Census and Plan Financial Statements. This data may be provided electronically on diskette, via e-mail or through our computer based Data Collection Module (DCM).
• Reconciliation of Employee Census Information and Plan Financial Statements, which are submitted by the Company.
• Preparation of Valuation Reports.  The Report includes a summary of major plan provisions, an Employee Census Summary, a Participant Eligibility and Exclusions Summary, a Summary of Participant Benefit Calculations, a Participant Account Summary and a Plan Financial Statement.
• Preparation of individual Employee Benefit Certificates for each plan participant containing a recap of the Employee Census data used in the plan computations, a recap of individual plan activity, and a summary of the participant's total values or benefits under the plan, including accrued and vested amounts.
• All Valuation Reports and Employee Benefit Certificates are available on CD-ROM.
• Upon written notice of an employee status change (due the employee retirement, termination, disability, or death) being delivered by the Company to RSG, RSG will calculate the vested balance and provide necessary disclosure forms to the Company for transmittal to the participants.  A distribution statement and a Form 1099-R will be completed for each benefit distribution.
• Preparation of Average Deferral Percentage (ADP) and Average Contribution Percentage (ACP) tests for all 401(k) Plans. The ADP and ACP tests are special non-discriminatory tests for 401(k) Plans.  Under the ADP & ACP test rules, the amount of contribution for Highly Compensated employees is limited by the average deferral percentage contributed by Non-Highly Compensated employees.
• Monitor plan activity for Top-Heavy minimum benefit or contribution requirements and individual participant maximum benefit and/or contribution limits as defined in IRC Section 415. A plan that primarily benefits "Key Employees" (more than 60% of benefits) must meet several special requirements for minimum contributions and accelerated vesting.  A special "Top-Heavy" Test must be performed to determine satisfactory compliance.
• An annual plan compliance review to compare the written plan with actual plan operation and with the plan's original goals and specific objectives.