Category Archives: IRS

District Court Says No to IRS About RTRPs, Are ERPAs, Enrolled Actuaries or EAs Next?

Almost a month has passed since the U.S. District Court of the District of Columbia issued its opinion about IRS Circular 230 on Jan. 18, 2013, and I’m a little surprised by the lack of discussion about this opinion in ERISA circles because it may be a game-changer when it comes to the IRS permitting non-attorneys to practice before the IRS.

In Loving v. Internal Revenue Service, No. 12-385 (Jan. 18, 2013), the U.S. District Court of the District of Columbia granted summary judgment to three paid tax return preparers who complained that the 2011 addition of section 10.3(f) to IRS Circular 230, creating the category of Registered Tax Return Preparer, would force them to close their businesses if they were forced to comply with Circular 230. Specifically, the Court enumerated the new Circular 230 requirements imposed on those three paid tax return preparers as “annual fees, the entrance exam, and the hefty continuing-education requirement”.

To those of us who practice before the IRS on a daily basis, complying with IRS Circular 230 is nothing new. In my History of Circular 230 class, I was taught that the IRS promulgated Circular 230 in 1966. According to the Court’s 22-page opinion, Circular 230 actually has its origins in an 1884 statute, 31 U.S.C. section 330, which “allows the IRS to regulate “representatives” who “practice” before it.” (quotation marks around “representatives” and “practice” provided by the Court).

Section 10.2(a)(4) of Circular 230 defines practice before the IRS as:

“(4) Practice before the Internal Revenue Service comprehends all matters connected with a presentation to the Internal Revenue Service or any of its officers or employees relating to a taxpayer’s rights, privileges, or liabilities under laws or regulations administered by the Internal Revenue Service. Such presentations include, but are not limited to, preparing documents; filing documents; corresponding and communicating with the Internal Revenue Service; rendering written advice with respect to any entity, transaction, plan or arrangement, or other plan or arrangement having a potential for tax avoidance or evasion; and representing a client at conferences, hearings, and meetings.”

The Court stated the issue before it “turns on whether certain tax-return preparers are representatives who practice before the IRS, and thus are properly subject to the new IRS regulations.” (the new IRS regulations are the 2011 changes to Circular 230). Even though the three tax return preparers are in the business of preparing and filing IRS Form 1040s for unrelated taxpayers, the Court found that they are not representatives who practice before the IRS, and thus were not subject to the new IRS regulations.

According to the Court’s opinion, the IRS argued that “each agency has inherent authority to regulate those who practice before it.” Unlike most agencies, who permit only attorneys to represent the interests of unrelated parties, the IRS has always taken a more pragmatic approach, permitting non-attorneys to represent the interests of unrelated parties before the IRS based upon criteria stated in Circular 230. For example, many years ago, the IRS recognized that Enrolled Actuaries bring a unique understanding to the application of 22 different Internal Revenue Code sections as they pertain to pension and retirement plans, and thus added Section 10.3(d) to Circular 230. This pragmatic approach turned out to be cost-effective for everyone involved. Namely, the IRS could speak directly with the Enrolled Actuary for the plan instead of taking the more circuitous route of speaking to an attorney who could call the Enrolled Actuary for the plan, relay the IRS’ question about an actuarial calculation, obtain the Enrolled Actuary’s response to the question, and then relay the response to the IRS.

Several years after the IRS added Section 10.3(d) to Circular 230, it then added section 10.3(e), permitting Enrolled Retirement Plan Agents, or ERPAs, to practice before the IRS.

In determining whether the IRS can permit non-attorneys to practice before the IRS, the Court focused on the language of 31 U.S.C. section 330(a)(2), which “allows the Secretary to ‘require that the representative demonstrate…(D) competency to advise and assist persons in presenting their cases.” The Court says that it is this language, which “does not disclose who these covered ‘representatives’ are. But it does tell us what the representatives do – what their “practice” is, in the words of both subsections: representatives ‘advise and assist persons in presenting their cases.”

The Court then goes on to say that:

“This statutory equating of ‘practice’ with advising and assisting the presentation of a case provides the first strike against the IRS’ interpretation. Filing a tax return would never, in normal usage, be described as ‘presenting a case.’ At the time of filing, the taxpayer has no dispute with the IRS; there is no ‘case’ to present.”

If, as the Court says, filing a tax return was not included in the statutory framework of Circular 230 practice before the IRS, and if practice before the IRS only includes representing taxpayers who are involved in a dispute with the IRS, such as an appeal, then filing a determination letter application or an EPCRS VCP Application with IRS Employee Plans would also not be included.

After the opinion was issued by the Court, a representative of the IRS said the Service will be working with the Dept. of Justice to appeal this decision.

Tax Consequences of 401(k) Plan Disqualification

I had a great question today – what happens when the IRS disqualifies a 401(k) plan?

What they really wanted to know is what happens to the non-elective contributions made by the employer into the plan, and how would a plan disqualification affect them (the person asking the question wears 2 hats when it comes to his 401(k) plan – he is both the plan sponsor and one of the participants in the plan.)

While most answers can be found by reading the plan document, this is not true when is comes to the tax consequences of plan disqualification. Most plan documents will say something about how the contributions made by the employer can be returned to the employer if the plan fails to initially qualify, but most plan documents do not address the specifics of the tax consequences of plan disqualification.

One of the reasons why this is true is that the tax consequences of plan disqualification can vary depending on who is asking the question, because the tax consequences of plan disqualification affect employees, employers, and the plan’s trust differently.

The IRS has put together a great website discussing this issue. It includes examples, such as this example about the tax consequences of plan disqualification on an employee:

Example: Pat is a participant in the XYZ Profit-Sharing Plan. The plan has immediate vesting of all employer contributions. In calendar year 1, the employer makes a $3,000 contribution to the trust under the plan for Pat’s benefit. In calendar year 2, the employer contributes $4,000 to the trust for Pat’s benefit. In calendar year 2, the IRS disqualifies the plan retroactively to the beginning of calendar year 1.

Consequence 1: General Rule – Employees Include Contributions in Gross Income
Generally, an employee would include in income any employer contributions made to the trust for his or her benefit in the calendar years the plan is disqualified to the extent the employee is vested in those contributions.

In our example, Pat would have to include $3,000 in her income in calendar year 1 and $4,000 in her income in calendar year 2 to reflect the employer contributions paid to the trust for her benefit in each of those calendar years. If Pat was only 20% vested in her employer contributions in calendar year 1, then she would only include $600 in her calendar year 1 income.

Exceptions: There are exceptions to the general rule (see IRC section 402(b)(4)):

  • If one of the reasons the plan is disqualified is for failure to meet either the additional participation or minimum coverage requirements (see IRC sections 401(a)(26) and 410(b)) and Pat is a highly compensated employee (see IRC section 414(q)), then Pat would include all of her vested account balance (any amount that wasn’t already taxed) in her income. A non-highly compensated employee would only include employer contributions made to his or her account in the years that the plan is not qualified to the extent the employee is vested in those contributions.
  • If the sole reason the plan is disqualified is that it fails either the additional participation or minimum coverage requirements, and Pat is a highly compensated employee, then Pat still would include any previously untaxed amount of her entire vested account balance in her income. Non-highly compensated employees, however, don’t include in income any employer contributions made to their accounts in the disqualified years in that case until the amounts are paid to them.
    Note: Any failure to satisfy the nondiscrimination requirements (see IRC section 401(a)(4)) is considered a failure to meet the minimum coverage requirements.”

Today in ERISA History

Sept. 27, 2007 – The IRS issues Quality Assurance Bulletin FY 2007-2 on the EGTRRA Staggered Remedial Amendment Period and Remedial Amendment Cycle for Individually Designed Plans. In 12 pages, it explains the remedial amendment cycles established by Rev. Proc. 2005-66 for individually designed plans as they were changed by Rev. Proc. 2007-44.

Rev. Proc. 2005-66 was issued by the IRS on Sept. 12, 2005. It created different remedial amendment cycles for pre-approved and individually designed plan document, essentially splitting the plan document world in two. According to Rev. Proc. 2005-66, pre-approved plans, which have reliance on a valid IRS opinion/advisory letter, follow a 6-year restatement cycle whose beginning and ending dates would be established by the IRS at a future date, and all other plans, which are considered individually designed because they lack a valid IRS opinion/advisory letter, follow a 5-year restatement cycle based on the last digit of the sponsoring employer’s Employer Identification Number (EIN).

On July 5, 2006, the IRS issued Quality Assurance Bulletin 2006-2 explaining how the remedial amendment cycles created by Rev. Proc. 2005-66 would work.

On July 9, 2007, the IRS issued Rev. Proc. 2007-44, which revised and superseded Rev. Proc. 2005-66.

On Sept. 27, 2007, the IRS then issued Quality Assurance Bulletin 2007-2, explaining how Rev. Proc. 2007-44 changed the remedial amendment cycles established by Rev. Proc. 2005-66, and superseding QAB 2006-2.

QAB 2007-2 contains a number of helpful charts for understanding the remedial amendment cycles for individually designed plans, including a chart which contains the exceptions to using the last digit of the sponsoring employer’s EIN to establish the Rev. Proc. 2007-44 remedial amendment cycle.

One of the explanations of Rev. Proc. 2007-44 contained in QAB 2007-2 is about terminating plans. QAB 2007-2 states:

For plan terminations the RAC will generally be shortened. Thus, any retroactive remedial plan amendments or other required amendments for a terminating plan must be adopted in connection with the plan termination. This will include plan amendments required to be adopted to reflect qualification requirements that apply as of the date of termination regardless of whether such requirements are included on the most recently published CL. An application will be deemed to be filed in connection with the plan termination if it is filed no later than the later of:

  • One year from the effective date of termination or
  • One year from the date on which the action terminating the plan is adopted

In no event can the application be filed later than 12 months from the date of distribution of substantially all plan assets.

IRS Updates Determination Letter Procedures for Multiple Employer Plans

After the Dept. of Labor issued Advisory Opinion 2012-04a, the IRS quietly updated the determination letter application procedure for multiple employer plans. On June 5, 2012, in updated section 7.11.7 of the Internal Revenue Manual, which expressly supersedes IRS Quality Assurance Bulletin 2007-1, the IRS explains the Rev. Proc. 2007-44 remedial amendment cycle for multiple employer plans.

In Rev. Proc. 2007-44, the IRS assigned all individually designed multiple employer plans to Cycle B. In this update, the IRS notes that the first Cycle B submission period opened Feb. 1, 2007 and closed Jan. 31, 2008. The second cycle B submission period, commonly known as B2 or Bsquared, opened Feb. 1, 2012 and will close Jan. 31, 2013, which may be the reason behind the IRS issuing this update.

In IRM 7.11.7, the IRS states that a determination letter application can be filed in the name of the lead plan only, or in the name of the lead plan plus some or all of the participating employers. IRM 7.11.7. defines a “lead plan” as “the plan submitted by the Lead Employer”. A “Lead Employer” is defined as “the employer who sponsors the multiple employer plan”. A “participating employer” is “any employer that participates in the multiple employer plan”.

If a determination letter application is submitted without a lead plan, the IRS will return it accompanied with a 1012 letter and a refund of the user fee. The 1012 letter will instruct the representative submitting the application to resubmit it, this time including a copy of the lead plan.

Today in ERISA History

Aug. 6, 2007 – The IRS issues proposed regulations on cafeteria plans. They are comprehensive regulations which incorporate previous guidance into this one set of proposed regulations and withdraw previous regulations issued in 1984, 1986, 1989, 1997 and 2000. These proposed regulations for cafeteria plans were part of an effort by the IRS to issue comprehensive regulations for a number of types of plans, including cafeteria plans and 403(b) plans. Like the Final 403(b) Regulations, these proposed regulations for cafeteria plans required a written plan document.

These regulations have not been finalized. History and Congress overtook the regulatory process when the Affordable Care Act became law, which requires a rewrite some of these regulations in addition to some new regulations.

Today in ERISA History

July 26, 2007 – The IRS issues final regulations on Revised Regulations Concerning Section 403(b) Tax-Sheltered Annuity Contracts, also known as the Final 403(b) Regulations. They are a comprehensive update encompassing 40 years of guidance relating to 403(b) plans.

One of the key provisions added by the Final 403(b) Regulations was a written plan requirement for 403(b) plans. After several extensions of the deadline, the IRS finally required 403(b) plans to adopt a written plan document complying with the Final 403(b) Regulations by Dec. 31, 2009 which is effective on Jan. 1, 2009. Recognizing that one of the issues plan sponsors have with this requirement is that the only way to ensure their plan document complies with the Final 403(b) Regulations is to request a private letter ruling as the IRS has not pre-approved any 403(b) plan document, in Notice 2009-3, the IRS announces that it will be opening a pre-approved plan document program for 403(b) plans, adding individually designed 403(b) plans to the 5-year restatement cycle contained in Rev. Proc. 2007-44, creating a determination letter program for 403(b) plans and adding more 403(b) corrections to the IRS’ EPCRS program. In early 2012, the IRS informally announced that the 403(b) pre-approved plan document program and the changes to EPCRS are coming in the next several months.

On Oct. 26, 2010, the IRS published corrections to the 2007 Final 403(b) Regulations.

Today in ERISA History

July 23, 2007 – The IRS issues Announcement 2007-63, eliminating Schedule P from Form 5500 filings, effective for the 2005 and later plan years for Form 5500-EZ filers and for the 2006 and later plan years for all other filers. Schedule P was the Annual Return of Fiduciary of Employee Benefit Trust.

The reason for eliminating Schedule P was to aid the transition to electronic filing of Form 5500, because the information contained on Schedule P was also contained in other areas of Form 5500. Schedule P contained the name of the trustee or custodian, their address, the name of the trust, the trust’ EIN, the name of the plan (if different from the name of the trust), the plan sponsor’s EIN, a statement that the trust had furnished the participating employee benefit plan with the trust financial information required to be reported by the plan, and a penalty of perjury statement.

Announcement 2007-63 was primarily authored by Michael Rubin, IRS Employee Plans, Tax Exempt and Government Entities and William D. Gibbs and Dana A. Barry of the IRS Office of the Division Counsel/Associate Chief Counsel, Tax Exempt and Government Entities.

Today in ERISA History

July 17, 2006 – The IRS releases Revenue Ruling 2006-38, describing how to determine the amount involved for calculating the Code section 4975 prohibited transaction excise tax if an employer does not timely pay elective deferrals to a qualified plan.

Code section 4975(a) imposes a 15 percent excise tax on a prohibited transaction. In addition, Code section 4975(b) imposes a 100 percent excise tax on a prohibited transaction if that prohibited transaction is not corrected during the taxable period. This revenue ruling discusses how to calculate the excise tax when an employer does not timely deposit elective deferrals over a 2-year period.

The instructions for the 2012 version of Form 5330 includes a reference to this revenue ruling. It states:

“When calculating the prohibited transaction excise tax where there is a failure to transmit participant contributions (elective deferrals) or amounts that would have otherwise been payable to the participant in cash, the amount involved is based on interest on those elective deferrals. See Rev. Rul. 2006-38.”

Today in ERISA History

July 16, 2001 – The IRS issues Final Regulations on Nondiscrimination Requirements for Certain Defined Contribution Plans, T.D. 8954, containing Treas. Reg. 1.401(a)(4)-8(b), also known as the Final Cross-Testing Regulations or Final Regulations for New Comparability Plans. The preamble to the regulations explain the various ways that new Treas. Reg. 1.401(a)(4)-8(b) permit a qualified plan to satisfy certain nondiscrimination requirements based on plan benefits rather than plan contributions. The regulations are effective June 29, 2001 and are applicable for plan years beginning on or after Jan. 1, 2002. The principal authors are John T. Ricotta and Linda S.F. Marshall of the IRS’ Office of the Division Counsel/Associate Chief Counsel (Tax Exempt and Government Entities).

Also on this date, the IRS releases Revenue Ruling 2001-30 describing certain conditions that a defined contribution allocation must meet to be treated as a defined benefit replacement allocation under new Treas. Reg. 1.401(a)(4)-8(b). It is authored by Kenneth R. Conn of IRS Employee Plans, Tax Exempt and Government Entities Division and John T. Ricotta and Linda S.F. Marshall of the IRS Office of Division Counsel/Associate Chief Counsel (Tax Exempt and Government Entities).

IRS Adding LinkedIn to Communicate About PTINs

News from the IRS today:

The IRS Return Preparer Office is expanding its social media presence in an effort to better communicate with and support the tax professional community. RPO is now on LinkedIn. Follow us to keep up-to-date on the latest changes in your profession. You will find the latest info on PTIN renewals, the Registered Tax Return Preparer Competency Test, the Special Enrollment Exam and continuing education requirements.

I followed the link, and it sent me to a company profile that I could follow. Not quite a LinkedIn group, so no ability to post discussions, but it is a good start and I’m looking forward to seeing what the IRS does on LinkedIn.