[Federal Register Volume 66, Number 205 (Tuesday, October 23, 2001)]
[Proposed Rules]
[Pages 53555-53564]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 01-26566]


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DEPARTMENT OF THE TREASURY

Internal Revenue Service

26 CFR Part 1

[REG-142499-01]
RIN 1545-BA24


Catch-Up Contributions for Individuals Age 50 or Over

AGENCY: Internal Revenue Service (IRS), Treasury.

ACTION: Notice of proposed rulemaking and notice of public hearing.

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SUMMARY: This document contains proposed regulations that would provide 
guidance concerning the requirements for retirement plans providing 
catch-up contributions to individuals age 50 or older pursuant to the 
provisions of section 414(v). These proposed regulations would affect 
section 401(k) plans, section 408(p) SIMPLE IRA plans, section 408(k) 
simplified employee pensions, section 403(b) tax-sheltered annuity 
contracts, and section 457 eligible governmental plans, and would 
affect participants eligible to make elective deferrals under these 
plans or contracts. This document also contains a notice of public 
hearing on these proposed regulations.

DATES: Written and electronic comments and requests to speak (with 
outlines of oral comments) at a public hearing scheduled for February 
21, 2002, must be received by January 31, 2002.

ADDRESSES: Send submissions to: CC:IT&A:RU (REG-142499-01), room 5226, 
Internal Revenue Service, POB 7604, Ben Franklin Station, Washington, 
DC 20044. Submissions may be hand delivered Monday through Friday 
between the hours of 8 a.m. and 5 p.m. to: CC:IT&A:RU (REG-142499-01), 
Courier's Desk, Internal Revenue Service, 1111 Constitution Avenue, 
NW., Washington, DC. Alternatively, taxpayers may submit comments 
electronically via the Internet by selecting the ``Tax Regs'' option on 
the IRS Home Page, or by submitting comments directly to the IRS 
Internet site at http://www.irs.gov/tax_regs/reglist.html. The public 
hearing will be held in the IRS Auditorium (7th Floor), Internal 
Revenue Building, 1111

[[Page 53556]]

Constitution Avenue, NW., Washington, DC.

FOR FURTHER INFORMATION CONTACT: Concerning the regulations, R. Lisa 
Mojiri-Azad or John T. Ricotta at (202) 622-6060 (not a toll-free 
number); concerning submissions and the hearing, and/or to be placed on 
the building access list to attend the hearing, Donna Poindexter, (202) 
622-7180 (not a toll-free number).

SUPPLEMENTARY INFORMATION:

Background

    This document contains proposed regulations under section 414(v) of 
the Internal Revenue Code of 1986 (Code). Section 414(v) was added by 
section 631 of the Economic Growth and Tax Relief Reconciliation Act of 
2001 (EGTRRA) (Public Law 107-16), enacted on June 7, 2001. Under 
section 414(v), an individual age 50 or over is permitted to make 
additional elective deferrals (up to a dollar limit provided in that 
section) under a plan that otherwise permits elective deferrals if 
certain requirements provided under that section are satisfied. Section 
414(v) also provides that a plan will not violate any provision of the 
Code by permitting these additional elective deferrals to be made.

Explanation of Provisions

    These proposed regulations would implement new section 414(v) by 
providing that an employer plan is not treated as violating any 
provision of the Code solely because the plan permits a catch-up 
eligible participant (as defined in these proposed regulations) to make 
catch-up contributions. Catch-up contributions generally are elective 
deferrals made by a catch-up eligible participant that exceed an 
otherwise applicable limit and that are treated as catch-up 
contributions under the plan, but only to the extent they do not exceed 
the maximum amount of catch-up contributions permitted for the taxable 
year. An employer is not required to provide for catch-up contributions 
in any of its plans, even if the plans provide for elective deferrals. 
If, however, any plan of an employer provides for catch-up 
contributions, all plans of the employer that provide elective 
deferrals must comply with the universal availability requirements 
described below.

A. Eligibility for Catch-up Contributions

    Under these proposed regulations, a participant is a catch-up 
eligible participant, and thus is permitted to make catch-up 
contributions, if the participant is otherwise eligible to make 
elective deferrals under the plan and is age 50 or older. For purposes 
of this rule, a participant who is projected to attain age 50 before 
the end of a calendar year is deemed to be age 50 as of January 1 of 
that year. The effect of this rule is that all participants who will 
attain age 50 during a calendar year are treated the same beginning 
January 1 of that year, without regard to whether the participant 
survives to his or her 50th birthday or terminates employment during 
the year and without regard to the employer's choice of plan year.
    A catch-up eligible participant can make catch-up contributions 
under a section 401(k) plan, a SIMPLE IRA plan as defined in section 
408(p), a simplified employee pension as defined in section 408(k) 
(SEP), a plan or contract that satisfies the requirements of section 
403(b), or a section 457 eligible governmental plan, as long as the 
participant can otherwise make elective deferrals under the plan or 
contract. For this purpose, elective deferrals include not only 
elective deferrals defined in section 402(g)(3), but also any 
contribution to a section 457 eligible governmental plan.

B. Determination of Catch-up Contribution

    In describing section 631 of EGTRRA, the Conference report states 
that ``the otherwise applicable dollar limit on elective deferrals 
under a section 401(k) plan, section 403(b) annuity, SEP, or SIMPLE, or 
deferrals under a section 457 plan is increased for individuals who 
have attained age 50 by the end of the year.'' Conf. Rep. No. 107-84, 
at 236 (2001). The legislative history to section 631 of EGTRRA 
indicates that the intent of Congress in enacting section 414(v) was to 
allow a catch-up eligible participant to make additional elective 
deferrals over and above any otherwise applicable limit, up to the 
catch-up contribution limit for the taxable year. The proposed 
regulations would provide that elective deferrals made by a catch-up 
eligible participant are treated as catch-up contributions if they 
exceed any otherwise applicable limit, to the extent they do not exceed 
the maximum dollar amount of catch-up contributions permitted under 
section 414(v). However, the regulations would not require that a 
participant have made elective deferrals in excess of an otherwise 
applicable limit in order to be a catch-up eligible participant. A plan 
providing for $1,000 of catch-up contributions in 2002 could allow a 
participant who is over age 50 to make elective deferrals in an amount 
projected to exceed the otherwise applicable limit by $1,000 at any 
time during 2002.
    Under the proposed regulations, catch-up contributions would be 
determined by reference to three types of limits: statutory limits, 
employer-provided limits, and the actual deferral percentage (ADP) 
limit. A statutory limit is a limit contained in the Code on elective 
deferrals or annual additions permitted to be made under the plan or 
contract (without regard to section 414(v)). Statutory limits include 
the requirement under section 401(a)(30) that the plan limit all 
elective deferrals within a calendar year under the plan and other 
plans (or contracts) maintained by members of a controlled group to the 
amount permitted under section 402(g).
    An employer-provided limit is a limit on the elective deferrals an 
employee can make under the plan (without regard to section 414(v)) 
that is contained in the terms of the plan, but that is not a statutory 
limit. For example, a limit on elective deferrals of highly compensated 
employees to 10% of pay is an employer-provided limit. The condition 
that a employer-provided limit be contained in the terms of the plan is 
intended to correspond with the requirements of Sec. 1.401-1 that a 
qualified plan have a definite written program and provide for a 
definite predetermined formula for allocating contributions made to the 
plan.
    For a section 401(k) plan that would fail the ADP test of section 
401(k)(3) if it did not correct under section 401(k)(8), the ADP limit 
is the highest dollar amount of elective deferrals that may be retained 
in the plan by a highly compensated employee after the application of 
section 401(k)(8)(C) (without regard to section 414(v)). For example, 
if after ADP testing, elective deferrals by highly compensated 
employees in excess of $8,000 would be required to be distributed or 
recharacterized as employee contributions under the statutory 
correction set forth under section 401(k)(8)(C), then the ADP limit is 
$8,000. Similar rules apply in the case of a SEP.
    The amount of elective deferrals in excess of an applicable limit 
is generally determined as of the end of a plan year by comparing the 
total elective deferrals for the plan year with the applicable limit 
for the plan year. For example, if a plan limits elective deferrals to 
10% of compensation, then whether the participant has elective 
deferrals in excess of 10% of compensation is determined at the end of 
the plan year. Similarly, elective deferrals in excess of the ADP limit 
are determined as of the end of the plan year. For a limit that is 
determined on the basis of a year other

[[Page 53557]]

than a plan year (such as the calendar year limit on elective deferrals 
under section 401(a)(30)), the determination of whether elective 
deferrals are in excess of the applicable limit is made on the basis of 
such other year.
    If a plan provides for separate employer-provided limits on 
separate portions of compensation during the plan year, the 
determination of the amount of elective deferrals in excess of the 
employer-provided limit is still made on an annual basis, with the 
applicable limit for the year equal to the sum of the dollar limits 
that apply to the separate portions of compensation. This situation may 
occur, for example, when the plan sets a deferral percentage limit for 
each payroll period.
    If the plan limits elective deferrals for separate portions of the 
plan year, then, solely for purposes of determining the amount that is 
in excess of an employer-provided limit, the plan may provide, as an 
alternative rule, that the applicable limit for the plan year is the 
product of the employee's plan year compensation and the time-weighted 
average of the deferral percentage limits. For example, if a plan using 
this time-weighted average limits deferrals to 8 percent of 
compensation during the first half of the year and 10 percent of 
compensation for the second half of the year, the applicable limit will 
be 9 percent of each employee's plan year compensation.
    Under the proposed regulations, elective deferrals in excess of an 
applicable limit would be treated as catch-up contributions only to the 
extent that such elective deferrals do not exceed the catch-up 
contribution limit for the taxable year reduced by elective deferrals 
previously treated as catch-up contributions for the taxable year. The 
catch-up contribution limit for a taxable year is generally the 
applicable dollar catch-up limit for such taxable year, except that an 
elective deferral will not be treated as a catch-up contribution to the 
extent that the elective deferral, when added to all other elective 
deferrals for the taxable year under all plans of the employer, exceeds 
the participant's compensation (determined in accordance with section 
415(c)(3)).
    These proposed regulations would include a timing rule for purposes 
of determining when elective deferrals in excess of an applicable limit 
are treated as catch-up contributions. This rule is necessary because 
the maximum amount of catch-up contributions is based on a 
participant's taxable year, but the determination of whether an 
elective deferral is in excess of an applicable limit is determined on 
the basis of a taxable year, plan year, or limitation year, depending 
on the underlying limit. Under the proposed regulations, whether these 
elective deferrals in excess of an applicable limit can be treated as 
catch-up contributions would be determined as of the last day of the 
relevant year, except that if the limit is determined on a taxable or 
calendar year basis, then whether elective deferrals in excess of the 
limit can be treated as catch-up contributions would be determined at 
the time they are deferred. This timing rule is most significant for a 
plan with a plan year that is not the calendar year. For example, in a 
plan with a plan year ending on June 30, 2005, elective deferrals in 
excess of the employer-provided limit or the ADP limit for the plan 
year ending June 30, 2005, would be treated as catch-up contributions 
as of the last day of the plan year, up to the catch-up contribution 
limit for 2005. Any amounts deferred after June 30, 2005, that are in 
excess of the section 401(a)(30) limit for the 2005 calendar year would 
also be treated as catch-up contributions at the time they are 
deferred, up to the catch-up contribution limit for 2005 reduced by 
elective deferrals treated as catch-up contributions as of June 30, 
2005.

C. Treatment of Catch-up Contributions

    If an elective deferral is treated as a catch-up contribution, it 
is not subject to otherwise applicable limits under the plan and the 
plan will not be treated as failing otherwise applicable 
nondiscrimination requirements because of the making of catch-up 
contributions. The proposed regulations would provide guidance on how 
catch-up contributions under the plan are taken into account for 
purposes of these various requirements under the Code. Under the 
proposed regulations, catch-up contributions would not be taken into 
account in applying the limits of section 401(a)(30), 401(k)(11), 
402(h), 402A(c)(2), 403(b), 404(h), 408(k), 408(p), 415, or 457 to 
other contributions or benefits under the plan offering catch-up 
contributions or under any other plan of the employer.
    For purposes of ADP testing, the proposed regulations would provide 
that any elective deferral for the plan year that is treated as a 
catch-up contribution because it is in excess of a statutory limit or 
an employer-provided limit is disregarded for purposes of calculating 
the participant's actual deferral ratio (i.e., catch-up contributions 
are subtracted from the participant's elective deferrals for the plan 
year prior to determining the participant's actual deferral ratio). 
This subtraction applies without regard to whether the catch-up 
eligible participant is a highly compensated employee or a nonhighly 
compensated employee. If, after running the ADP test, a plan needs to 
take corrective action under section 401(k)(8), the plan must determine 
the amount of elective deferrals that are catch-up contributions 
because they are in excess of the ADP limit. The elective deferrals 
that are treated as catch-up contributions must be retained by the 
plan. The plan would not be treated as failing section 401(k)(8) by 
reason of this retention of catch-up contributions. Excess 
contributions treated as catch-up contributions would nevertheless be 
treated as excess contributions for purposes of section 411(a)(3)(G). 
Therefore, if the plan does not provide for matching contributions on 
catch-up contributions, any matching contributions related to excess 
contributions treated as catch-up contributions can be forfeited. The 
approach under the proposed regulations would exclude those catch-up 
contributions that can be identified before ADP testing, and allow the 
plan to treat elective deferrals as catch-up contributions for those 
participants who would be limited under the plan (because the plan 
otherwise would be required to distribute some of their elective 
deferrals), while minimizing changes to current plan administration.
    Catch-up contributions with respect to the current plan year are 
not taken into account for purposes of section 416 or 410(b). However, 
catch-up contributions made to the plan in prior years are taken into 
account in determining whether a plan is top-heavy under section 416, 
and for purposes of average benefit percentage testing to the extent 
prior years' contributions are taken into account (i.e., if accrued to 
date calculations are used).
    A plan does not fail the requirements of section 401(a)(4) merely 
because it permits only catch-up eligible participants to make catch-up 
contributions. Similarly, if a plan applies a single matching formula 
to elective deferrals whether or not they are catch-up contributions, 
the matching formula as applied to catch-up eligible participants is 
not treated as a separate benefit, right, or feature under 
Sec. 1.401(a)(4)-4 from the matching formula as applied to the other 
participants. However, the matching contributions under the matching 
formula must satisfy the actual contribution percentage test under 
section 401(m)(2) taking into account all matching contributions, 
including matching contributions on catch-up contributions.

[[Page 53558]]

D. Universal Availability

    Under the proposed regulations, a plan that offers catch-up 
contributions would satisfy the requirements of section 401(a)(4) only 
if all catch-up eligible participants are provided with the effective 
opportunity to make the same dollar amount of catch-up contributions. 
Therefore, if an employer provides for catch-up contributions under a 
section 401(k) plan, all other employer plans in the controlled group 
that provide for elective deferrals, including plans not subject to 
section 401(a)(4), must provide catch-up eligible participants with the 
same effective opportunity to make catch-up contributions. This 
universal availability requirement applies solely with respect to 
catch-up eligible participants. Because the definition of catch-up 
eligible participants requires that the participant be eligible to make 
elective deferrals under a plan without regard to section 414(v), the 
universal availability requirement will not require plans that do not 
otherwise provide for elective deferrals to provide for catch-up 
contributions.
    In order to provide catch-up eligible participants with an 
effective opportunity to make catch-up contributions, the plan would 
have to permit each catch-up eligible participant to make sufficient 
elective deferrals during the year so that the participant has the 
opportunity to make elective deferrals up to the otherwise applicable 
limit plus the catch-up contribution limit. An effective opportunity 
could be provided in several different ways. For example, a plan that 
limits elective deferrals on a payroll-by-payroll basis might also 
provide participants with an effective opportunity to make catch-up 
contributions that is administered on a payroll-by-payroll basis (i.e., 
by allowing catch-up eligible participants to increase their deferrals 
above the otherwise applicable limit by a pro-rata portion of the 
catch-up limit for the year). However, as discussed above, whether 
these elective deferrals are treated as catch-up contributions would 
not be determined until the end of the year.
    A plan would not fail the universal availability requirement solely 
because an employer-provided limit did not apply to all employees or 
different employer-provided limits apply to different groups of 
employees. As under current law, a plan could provide for different 
employer-provided limits for different groups of employees, as long as 
each limit satisfies the nondiscriminatory availability requirements of 
Sec. 1.401(a)(4)-4 for benefits, rights, and features. Thus, for 
example, a plan could provide for an employer-provided limit that 
applies to highly compensated employees, even though no employer-
provided limit applies to nonhighly compensated employees. However, a 
plan is not permitted to provide lower employer-provided limits for 
catch-up eligible participants.
    The proposed regulations would provide several exceptions to this 
universal availability requirement. First, the proposed regulations 
would provide for coordination between catch-up contributions under 
section 414(v) and the provisions of section 457(b)(3) in accordance 
with section 414(v)(6)(C). The proposed regulations would also provide 
transition rules for collectively bargained employees and newly-
acquired plans.

E. Participants in Multiple Plans

    As discussed in Section B above, the intent of section 414(v) is to 
permit a catch-up eligible participant to make elective deferrals in an 
amount equal to the catch-up contribution limit for the year in 
addition to the amount of elective deferrals that the participant would 
otherwise have been allowed to defer under the plan or plans in which 
the catch-up eligible participant participated. Many of the statutory 
limits that would otherwise limit the participant's elective deferrals 
are applied on an aggregated basis, for example, across all plans 
within a controlled group. Accordingly, the proposed regulations would 
provide that, for purposes of determining whether elective deferrals 
are in excess of a statutory limit, all elective deferrals in excess of 
the statutory limit are aggregated in the same manner as the underlying 
limit and the aggregate amount of elective deferrals treated as catch-
up contributions because they exceed the statutory limit must not 
exceed the applicable dollar catch-up limit.
    For example, compliance with section 401(a)(30) is determined based 
on elective deferrals under all section 401(k) plans and all section 
403(b) contracts sponsored by the employer. Therefore, all section 
401(k) plans and section 403(b) contracts in the controlled group of 
the employer would be aggregated for purposes of determining the total 
amount of elective deferrals in excess of the section 401(a)(30) limit. 
The amount of elective deferrals treated as catch-up contributions by 
reason of exceeding the section 401(a)(30) limit under the aggregated 
plans or contracts must not exceed the dollar amount of the catch-up 
limit for the taxable year.
    In calculating the actual deferral ratio (ADR) (as defined in 
Sec. 1.401(k)-1(g)) for a highly compensated employee who participates 
in more than one section 401(k) plan of the employer during the year, 
all section 401(k) plans are treated as one section 401(k) plan. 
Consistent with this approach, if a highly compensated employee 
participates in more than one section 401(k) plan of an employer, in 
determining the elective deferrals in excess of an employer-provided 
limit, the proposed regulations would take into account the elective 
deferrals and employer-provided limits under all section 401(k) plans 
in which the employee participates. In such a case, the proposed 
regulations would provide that in determining whether an employee's 
elective deferrals exceed an employer-provided limit, the applicable 
limit for the plan year is the sum of the dollar amounts of the limits 
under the separate plans and the employee's elective deferrals under 
all these plans are combined to determine if that aggregate employer-
provided limit is exceeded.
    When the elective deferrals in excess of a statutory or employer-
provided limit would be determined based on more than one plan, the 
aggregate amount of elective deferrals in excess of that limit made 
under all section 401(k) plans of the employer in which a catch-up 
eligible participant who is a highly compensated employee participates 
would be treated as elective deferrals in excess of an applicable limit 
under each of those section 401(k) plans. In the case of a highly 
compensated employee, all elective deferrals that exceed a statutory or 
employer-provided limit and are treated as catch-up contributions under 
the section 401(k) plans of the employer in which the catch-up eligible 
participant participates are subtracted from the participant's elective 
deferrals for purposes of determining the participant's ADR. However, 
if any of the section 401(k) plans corrects through distribution of 
excess contributions under section 401(k)(8) in order to comply with 
section 401(k)(3), only the catch-up contributions made under that plan 
are permitted to be subtracted from elective deferrals for purposes of 
this correction.
    When the elective deferrals in excess of a statutory or employer-
provided limit are determined on an aggregated basis, it must be 
determined under which plan the elective deferrals in excess of the 
limit were made. The plan under which the elective deferrals in excess 
of the limit were made may be determined in any manner that is not

[[Page 53559]]

inconsistent with the manner in which such amounts were actually 
deferred under the plans. For example, if a catch-up eligible 
participant participates in a section 401(k) plan only during the first 
6 months of the year and during the second 6 months of the year, while 
participating in a section 403(b) contract, the participant's 
contributions reach and exceed the section 401(a)(30) limit for the 
year, then all elective deferrals in excess of the section 401(a)(30) 
limit for the year could be treated as made to the section 403(b) 
contract.

F. Excludability of Catch-up Contributions

    Catch-up contributions are generally not treated as exceeding the 
applicable dollar amount of section 402(g)(1). The proposed regulations 
would also provide that a catch-up eligible participant who 
participates in multiple plans may treat an elective deferral as a 
catch-up contribution (up to the maximum amount of catch-up 
contributions permitted for the taxable year) because it exceeds the 
catch-up eligible participant's section 402(g) limit for the taxable 
year. This rule would allow a catch-up eligible participant who 
participates in plans of two or more employers an exclusion from gross 
income for elective deferrals that exceed the section 402(g) limit, 
even though the elective deferrals do not exceed an applicable limit 
for either employer's plan. The treatment by an individual of such 
elective deferrals as catch-up contributions will not have any impact 
on either employer's plan. This treatment is parallel to the treatment 
of excess deferrals for an individual under age 50 who exceeds the 
section 402(g) limit in the plans of two unrelated employers. 
Accordingly, the proposed regulations would not provide for the ADP 
test to be rerun to disregard elective deferrals that an individual 
treats as catch-up contributions because they exceed the section 402(g) 
limit. However, the total amount of elective deferrals in excess of the 
applicable dollar limit in section 402(g)(1)(B) that are not includible 
in income because they are treated as catch-up contributions cannot 
exceed that limit by more than the catch-up contribution limit for the 
taxable year.

Proposed Effective Date

    The regulations are proposed to apply to contributions in taxable 
years beginning on or after January 1, 2002. Taxpayers may rely on 
these proposed regulations for guidance pending the issuance of final 
regulations. If, and to the extent, future guidance is more restrictive 
than the guidance in these proposed regulations, the future guidance 
will be applied without retroactive effect.

Special Analyses

    It has been determined that this notice of proposed rulemaking is 
not a significant regulatory action as defined in Executive Order 
12866. Therefore a regulatory assessment is not required. It also has 
been determined that section 553(b) of the Administrative Procedure Act 
(5 U.S.C. chapter 5) does not apply to these regulations, and because 
these regulations do not impose a collection of information on small 
entities, the Regulatory Flexibility Act (5 U.S.C. chapter 6) does not 
apply. Pursuant to section 7805(f) of the Code, these proposed 
regulations will be submitted to the Chief Counsel for Advocacy of the 
Small Business Administration for comment on its impact on small 
business.

Comments and Public Hearing

    Before these proposed regulations are adopted as final regulations, 
consideration will be given to any electronic or written comments 
(preferably a signed original and eight (8) copies) that are submitted 
timely to the IRS. In addition to the other requests for comments set 
forth in this document, the IRS and Treasury also request comments on 
the clarity of the proposed rule and how it may be made easier to 
understand. All comments will be available for public inspection and 
copying.
    A public hearing has been scheduled for February 21, 2002, at 10 
a.m. in the IRS Auditorium (7th Floor), Internal Revenue Building, 1111 
Constitution Avenue NW., Washington, DC. Due to building security 
procedures, visitors must enter at the 10th street entrance, located 
between Constitution and Pennsylvania Avenues, NW. In addition, all 
visitors must present photo identification to enter the building. 
Because of access restrictions, visitors will not be admitted beyond 
the immediate entrance area more than 15 minutes before the hearing 
starts. For information about having your name placed on the building 
access list to attend the hearing, see the FOR FURTHER INFORMATION 
CONTACT section of this preamble.
    The rules of 26 CFR 601.601(a)(3) apply to the hearing.
    Persons who wish to present oral comments at the hearing must 
submit written comments and an outline of the topics to be discussed 
and the time to be devoted to each topic (signed original and eight (8) 
copies) by January 31, 2002.
    A period of 10 minutes will be allotted to each person for making 
comments.
    An agenda showing the scheduling of the speakers will be prepared 
after the deadline for receiving outlines has passed. Copies of the 
agenda will be available free of charge at the hearing.

Drafting Information

    The principal authors of these regulations are R. Lisa Mojiri-Azad 
and John T. Ricotta of the Office of the Division Counsel/Associate 
Chief Counsel (Tax Exempt and Government Entities). However, other 
personnel from the IRS and Treasury participated in their development.

List of Subjects in 26 CFR Part 1

    Income taxes, Reporting and recordkeeping requirements.

Proposed Amendments to the Regulations

    Accordingly, 26 CFR part 1 is proposed to be amended as follows:

PART 1--INCOME TAXES

    Paragraph 1. The authority citation for part 1 continues to read in 
part as follows:

    Authority: 26 U.S.C. 7805 * * *

    Paragraph 2. Section 1.414(v)-1 is added to read as follows:


Sec. 1.414(v)-1  Catch-up contributions.

    (a) Catch-up contributions--(1) General rule. An applicable 
employer plan shall not be treated as failing to meet any requirement 
of the Internal Revenue Code solely because the plan permits a catch-up 
eligible participant to make catch-up contributions in accordance with 
section 414(v) and this section. With respect to an applicable employer 
plan, catch-up contributions are elective deferrals made by a catch-up 
eligible participant that exceed any of the applicable limits set forth 
in paragraph (b) of this section and that are treated under the 
applicable employer plan as catch-up contributions, but only to the 
extent they do not exceed the catch-up contribution limit described in 
paragraph (c) of this section (determined in accordance with the 
special rules for employers that maintain multiple applicable employer 
plans in paragraph (f) of this section, if applicable). The definitions 
in paragraphs (a)(2) through (5) of this section apply for purposes of 
this section.
    (2) Applicable employer plan. The term applicable employer plan 
means a section 401(k) plan, a SIMPLE IRA plan

[[Page 53560]]

as defined in section 408(p), a simplified employee pension plan as 
defined in section 408(k) (SEP), a plan or contract that satisfies the 
requirements of section 403(b), or a section 457 eligible governmental 
plan.
    (3) Elective deferral. The term elective deferral means an elective 
deferral within the meaning of section 402(g)(3) or any contribution to 
a section 457 eligible governmental plan.
    (4) Catch-up eligible participant--(i) General rule. The term 
catch-up eligible participant means an employee who--
    (A) Is eligible to make elective deferrals during the plan year 
under an applicable employer plan (without regard to section 414(v) or 
this section); and
    (B) Is age 50 or older.
    (ii) Projection of age 50. For purposes of paragraph (a)(4)(i)(B) 
of this section, a participant who is projected to attain age 50 before 
the end of a calendar year is deemed to be age 50 as of January 1 of 
such year.
    (5) Other definitions. (i) The terms employer, employee, section 
401(k) plan, and highly compensated employee have the meanings provided 
in Sec. 1.410(b)-9.
    (ii) The term section 457 eligible governmental plan means an 
eligible deferred compensation plan described in section 457(b) that is 
established and maintained by an eligible employer described in section 
457(e)(1)(A).
    (b) Elective deferrals that exceed an applicable limit--(1) 
Applicable limits. An applicable limit for purposes of determining 
catch-up contributions for a catch-up eligible participant is any of 
the following:
    (i) Statutory limit. A statutory limit is a limit on elective 
deferrals or annual additions permitted to be made (without regard to 
section 414(v) and this section) with respect to an employee for a year 
provided in section 401(a)(30), 402(h), 403(b)(1)(E), 404(h), 408(k), 
408(p), 415, or 457, as applicable.
    (ii) Employer-provided limit. An employer-provided limit is any 
limit on the elective deferrals an employee is permitted to make 
(without regard to section 414(v) and this section) that is contained 
in the terms of the plan, but which is not required under the Internal 
Revenue Code. Thus, for example, a plan provision that limits highly 
compensated employees to a deferral percentage of 10% of compensation 
is an employer-provided limit that is an applicable limit with respect 
to the highly compensated employees.
    (iii) Actual deferral percentage (ADP) limit. In the case of a 
section 401(k) plan that would fail the ADP test of section 401(k)(3) 
if it did not correct under section 401(k)(8), the ADP limit is the 
highest amount of elective deferrals that can be retained in the plan 
by a highly compensated employee under the rules of section 
401(k)(8)(C). In the case of a SEP with a salary reduction arrangement 
(within the meaning of section 408(k)(6)) that would fail the 
requirements of section 408(k)(6)(A)(iii) if it did not correct in 
accordance with section 408(k)(6)(C), the ADP limit is the highest 
amount of elective deferrals that can be made by a highly compensated 
employee under the rules of section 408(k)(6).
    (2) Contributions in excess of applicable limit--(i) Plan year 
limits. Except as provided in paragraph (b)(2)(ii) of this section, the 
amount of elective deferrals in excess of an applicable limit is 
determined as of the end of the plan year by comparing the total 
elective deferrals for the plan year with the applicable limit for the 
plan year. In the case of a plan that provides for separate employer-
provided limits on elective deferrals for separate portions of plan 
compensation within the plan year, the applicable limit for the plan 
year is the sum of the dollar amounts of the limits for the separate 
portions. This plan provision may occur, for example, when the plan 
sets a deferral percentage limit for each payroll period. If the plan 
limits elective deferrals for separate portions of the plan year, then, 
solely for purposes of determining the amount that is in excess of an 
employer-provided limit, the plan may provide, as an alternative rule, 
that the applicable limit for the plan year is the product of the 
employee's plan year compensation and the time-weighted average of the 
deferral percentage limits. Thus, for example, if a plan that provides 
for use of a time-weighted average limits deferrals to 8 percent of 
compensation during the first half of the plan year and 10 percent of 
compensation for the second half of the plan year, the applicable limit 
is 9 percent of each employee's plan year compensation.
    (ii) Other year limit. In the case of an applicable limit which is 
applied on the basis of a year other than the plan year (e.g., the 
calendar year limit on elective deferrals under section 401(a)(30)), 
the determination of whether elective deferrals are in excess of the 
applicable limit is made on the basis of such other year.
    (c) Catch-up contribution limit--(1) General rule. Elective 
deferrals with respect to a catch-up eligible participant in excess of 
an applicable limit under paragraph (b) of this section are treated as 
catch-up contributions under this section as of a date within a taxable 
year only to the extent that such elective deferrals do not exceed the 
catch-up contribution limit described in this paragraph (c), reduced by 
elective deferrals previously treated as catch-up contributions for the 
taxable year, determined in accordance with paragraph (c)(3) of this 
section. The catch-up contribution limit for a taxable year is 
generally the applicable dollar catch-up limit for such taxable year, 
as set forth in paragraph (c)(2) of this section. However, an elective 
deferral is not treated as a catch-up contribution to the extent that 
the elective deferral, when added to all other elective deferrals for 
the taxable year under any applicable employer plan of the employer, 
exceeds the participant's compensation (determined in accordance with 
section 415(c)(3)) for the taxable year.
    (2) Applicable dollar catch-up limit--(i) In general. The 
applicable dollar catch-up limit for an applicable employer plan, other 
than an applicable employer plan described in section 401(k)(11) or a 
SIMPLE IRA plan as defined in section 408(p), is determined under the 
following table:

------------------------------------------------------------------------
                                                              Applicable
                                                                dollar
               For taxable years beginning in                  catch-up
                                                                limit
------------------------------------------------------------------------
2002.......................................................       $1,000
2003.......................................................        2,000
2004.......................................................        3,000
2005.......................................................        4,000
2006.......................................................        5,000
------------------------------------------------------------------------

    (ii) SIMPLE plan. The applicable dollar catch-up limit for an 
applicable employer plan described in section 401(k)(11) or a SIMPLE 
IRA plan as defined in section 408(p) is determined under the following 
table:

------------------------------------------------------------------------
                                                              Applicable
                                                                dollar
               For taxable years beginning in                  catch-up
                                                                limit
------------------------------------------------------------------------
2002.......................................................         $500
2003.......................................................        1,000
2004.......................................................        1,500
2005.......................................................        2,000
2006.......................................................        2,500
------------------------------------------------------------------------

    (iii) Cost of living adjustments. For taxable years after 2006, the 
applicable dollar catch-up limit is the applicable dollar catch-up 
limit for 2006 described in paragraph (c)(2)(i) or (ii) of this section 
increased at the same time and in the same manner as adjustments under 
section 415(d), except that the base period shall be the calendar 
quarter beginning July 1, 2005, and any increase that is not a multiple 
of $500 shall be rounded to the next lower multiple of $500.

[[Page 53561]]

    (3) Timing rules. For purposes of determining the maximum amount of 
permitted catch-up contributions for a catch-up eligible participant 
during a taxable year, the determination of whether an elective 
deferral is a catch-up contribution is made as of the last day of the 
plan year (or in the case of section 415, as of the last day of the 
limitation year), except that, with respect to elective deferrals in 
excess of an applicable limit that is tested on the basis of the 
taxable year or calendar year (e.g., the section 401(a)(30) limit on 
elective deferrals), the determination of whether such elective 
deferrals are treated as catch-up contributions is made at the time 
they are deferred.
    (d) Treatment of catch-up contributions--(1) Contributions not 
taken into account for certain limits. Catch-up contributions shall not 
be taken into account in applying the limits of section 401(a)(30), 
401(k)(11), 402(h), 402A(c)(2), 403(b), 404(h), 408(k), 408(p), 415, or 
457 to other contributions or benefits under an applicable employer 
plan or any other plan of the employer.
    (2) Contributions not taken into account for certain 
nondiscrimination tests--(i) Application of ADP test. Elective 
deferrals that are treated as catch-up contributions with respect to a 
section 401(k) plan because they exceed a statutory or employer-
provided limit described in paragraph (b)(1)(i) or (ii) of this 
section, respectively, are subtracted from the catch-up eligible 
participant's elective deferrals for the plan year for purposes of 
determining the actual deferral ratio (ADR) (as defined in 
Sec. 1.401(k)-1(g)) of a catch-up eligible participant. Similarly, 
elective deferrals that are treated as catch-up contributions with 
respect to a SEP because they exceed a statutory or employer-provided 
limit described in paragraph (b)(1)(i) or (ii) of this section, 
respectively, are subtracted from the catch-up eligible participant's 
elective deferrals for the plan year for purposes of determining the 
deferral percentage under section 408(k)(6)(D) of a catch-up eligible 
participant.
    (ii) Adjustment of elective deferrals for correction purposes. For 
purposes of the correction of excess contributions in accordance with 
section 401(k)(8)(C), elective deferrals under the plan treated as 
catch-up contributions for the plan year are subtracted from the catch-
up eligible participant's elective deferrals under the plan for the 
plan year.
    (iii) Excess contributions treated as catch-up contributions. A 
section 401(k) plan that satisfies the ADP test of section 401(k)(3) 
through correction under section 401(k)(8) must retain any elective 
deferrals that are treated as catch-up contributions pursuant to 
paragraph (c) of this section because they exceed the ADP limit in 
paragraph (b)(1)(iii) of this section. In addition, a section 401(k) 
plan is not treated as failing to satisfy section 401(k)(8) merely 
because elective deferrals described in the preceding sentence are not 
distributed or recharacterized as employee contributions. Similarly, a 
SEP is not treated as failing to satisfy section 408(k)(6)(A)(iii) 
merely because catch-up contributions are not treated as excess 
contributions with respect to a catch-up eligible participant under the 
rules of section 408(k)(6)(C). Notwithstanding the fact that elective 
deferrals described in this paragraph (d)(2)(iii) are not distributed, 
such elective deferrals are still considered to be excess contributions 
under section 401(k)(8), and accordingly, matching contributions with 
respect to such elective deferrals may be forfeited under the rules of 
section 411(a)(3)(G).
    (iv) Application for top-heavy. Catch-up contributions with respect 
to the current plan year are not taken into account for purposes of 
section 416. Thus, if the only contributions made for a plan year for 
key employees are catch-up contributions, the applicable percentage 
under section 416(c)(2) is 0%, and no top-heavy minimum contribution 
under section 416 is required for the year. However, catch-up 
contributions for prior years are taken into account for purposes of 
section 416. Thus, catch-up contributions for prior years are included 
in the account balances that are used in determining whether the plan 
is top-heavy under section 416(g).
    (v) Application for section 410(b). Catch-up contributions with 
respect to the current plan year are not taken into account for 
purposes of section 410(b). Thus, catch-up contributions are not taken 
into account in determining the average benefit percentage under 
Sec. 1.410(b)-5 for the year if benefit percentages are determined 
based on current year contributions. However, catch-up contributions 
for prior years are taken into account for purposes of section 410(b). 
Thus, catch-up contributions for prior years would be included in the 
account balances that are used in determining the average benefit 
percentage if allocations for prior years are taken into account.
    (3) Availability of catch-up contributions. An applicable employer 
plan does not violate Sec. 1.401(a)(4)-4 merely because the group of 
employees for whom catch-up contributions are currently available 
(i.e., the catch-up eligible participants) is not a group of employees 
that would satisfy section 410(b) (without regard to Sec. 1.410(b)-5). 
In addition, a catch-up eligible participant is not treated as having a 
right to a different rate of allocation of matching contributions 
merely because an otherwise nondiscriminatory schedule of matching 
rates is applied to elective deferrals that include catch-up 
contributions. The rules in this paragraph (d)(3) also apply for 
purposes of satisfying the requirements of section 403(b)(12).
    (e) Universal availability requirement--(1) General rule. An 
applicable employer plan that offers catch-up contributions and that is 
otherwise subject to section 401(a)(4) (including a plan that is 
subject to section 401(a)(4) pursuant to section 403(b)(12)) will not 
satisfy the requirements of section 401(a)(4) unless all catch-up 
eligible participants who participate under any applicable employer 
plan maintained by the employer are provided with the effective 
opportunity to make the same dollar amount of catch-up contributions. A 
plan does not fail to satisfy this effective opportunity requirement 
merely because the plan allows participants to defer an amount equal to 
a specified percentage of compensation for each payroll period and for 
each payroll period permits each catch-up eligible participant to defer 
a pro-rata share of the applicable dollar catch-up limit in addition to 
that amount. A plan does not fail the universal availability 
requirement of this paragraph (e) solely because an employer-provided 
limit does not apply to all employees or different limits apply to 
different groups of employees under paragraph (b)(2)(i) of this 
section. However, a plan may not provide lower employer-provided limits 
for catch-up eligible participants.
    (2) Exception for section 457 eligible governmental plans. An 
applicable employer plan does not fail to comply with the universal 
availability requirement of this paragraph (e) merely because another 
applicable employer plan that is a section 457 eligible governmental 
plan does not provide for catch-up contributions to the extent set 
forth in section 414(v)(6)(C).
    (3) Exception for newly acquired plans. An applicable employer plan 
does not fail to comply with the universal availability requirement of 
this paragraph (e) merely because another applicable employer plan does 
not provide for catch-up contributions, if--
    (i) The other applicable employer plan becomes maintained by the 
employer by reason of a merger,

[[Page 53562]]

acquisition or similar transaction described in Sec. 1.410(b)-2(f); and
    (ii) The other applicable employer plan is amended to provide for 
catch-up contributions as soon as practicable, but no later than by the 
end of the period described in section 410(b)(6)(C).
    (f) Special rules for an employer that sponsors multiple plans--(1) 
General rule. If elective deferrals under more than one applicable 
employer plan of an employer are aggregated for purposes of applying a 
statutory limit under paragraph (b)(1)(i) of this section, then the 
aggregate elective deferrals treated as catch-up contributions by 
reason of exceeding that statutory limit under all such applicable 
employer plans must not exceed the applicable dollar catch-up limit for 
the taxable year. For example, since compliance with section 401(a)(30) 
is determined based on elective deferrals under section 401(k) plans 
and section 403(b) contracts sponsored by the employer, the total 
amount of elective deferrals under all section 401(k) plans and section 
403(b) contracts of the employer treated as catch-up contributions by 
reason of exceeding the section 401(a)(30) limit for a calendar year 
under the aggregated plans must not exceed the applicable dollar catch-
up limit for such taxable year.
    (2) Highly compensated employee in more that one section 401(k) 
plan. If a highly compensated employee is a participant in more than 
one section 401(k) plan of an employer, in determining whether the 
employee's elective deferrals exceed an employer-provided limit under 
paragraph (b)(1)(ii) of this section, the employer-provided limit for 
the plan year is the sum of the dollar amounts of the limits under the 
separate plans for that employee and the employee's elective deferrals 
under all section 401(k) plans of the employer are combined to 
determine if the employer-provided limit is exceeded.
    (3) Allocation rules. When the amount of elective deferrals in 
excess of an applicable limit under paragraph (b)(1) of this section is 
determined under the aggregation rules of paragraph (f)(1) or (f)(2) of 
this section, the aggregate amount of the elective deferrals in excess 
of that applicable limit made under all section 401(k) plans that are 
aggregated for purposes of determining a highly compensated employee's 
ADR are treated as elective deferrals in excess of an applicable limit 
for purposes of applying the catch-up contribution limit under 
paragraph (c)(1) of this section with respect to each of these section 
401(k) plans. However, the catch-up contributions are subtracted from 
elective deferrals for purposes of paragraph (d)(2)(ii) of this section 
only under the applicable employer plan under which the catch-up 
contributions are made. The applicable employer plan under which the 
elective deferrals in excess of an applicable limit are made for 
purposes of this paragraph (f)(3) may be determined in any manner that 
is not inconsistent with the manner in which such amounts were actually 
deferred under the plans.
    (g) Application of section 402(g)--(1) Exclusion of catch-up 
contributions. In determining the amount of elective deferrals that are 
includable in gross income under section 402(g), except as provided in 
paragraph (g)(2) of this section, catch-up contributions are not 
treated as exceeding the applicable dollar amount of section 402(g)(1). 
For purposes of this paragraph (g), a catch-up eligible participant who 
makes elective deferrals under applicable employer plans of two or more 
employers that exceed the applicable dollar amount under section 
402(g)(1) may treat the elective deferrals in excess of that applicable 
dollar amount as a catch-up contribution to the extent permitted in 
paragraph (g)(2) of this section, even though the elective deferrals do 
not exceed an applicable limit under either plan. Therefore, for a 
catch-up eligible participant who makes elective deferrals under 
applicable employer plans of two or more employers that exceed the 
applicable dollar amount under section 402(g)(1), the elective 
deferrals in excess of that applicable dollar amount are excludable 
from gross income as catch-up contributions to the extent permitted in 
paragraph (g)(2) of this section. Whether an elective deferral is 
treated as a catch-up contribution by an applicable employer plan is 
determined under paragraph (c) of this section and without regard to 
whether the employee treats an elective deferral as a catch-up 
contribution under this paragraph (g).
    (2) Maximum excludable amount. If a catch-up eligible participant 
participates in two or more applicable employer plans during a taxable 
year, the total amount of elective deferrals under all plans that are 
not includable in gross income under this paragraph (g) because they 
are catch-up contributions shall not exceed the applicable dollar 
catch-up limit under paragraph (c)(2)(i) of this section for the 
taxable year.
    (h) Coordination with other catch-up provisions--(1) Coordination 
with section 457(b)(3). In the case of an applicable employer plan that 
is a section 457 eligible governmental plan, the catch-up contributions 
permitted under this section shall not apply to a catch-up eligible 
participant for any taxable year for which the additional contributions 
permitted under section 457(b)(3) applies to such participant. For 
additional guidance, see regulations under section 457.
    (2) Coordination with section 402(g)(7). [Reserved].
    (i) Examples. The following examples illustrate the application of 
this section. For purposes of these examples, the limit under section 
401(a)(30) is $15,000 and the applicable dollar catch-up limit is 
$5,000 and, except as specifically provided, the plan year is the 
calendar year. In addition, it is assumed that the participant's 
elective deferrals under all plans of the employer do not exceed the 
participant's section 415(c)(3) compensation and that any correction 
pursuant to section 401(k)(8) is made through distribution of excess 
contributions. The examples are as follows:

    Example 1. (i) Participant A is eligible to make elective 
deferrals under a section 401(k) plan, Plan P. Plan P does not limit 
elective deferrals except as necessary to comply with sections 
401(a)(30) and 415. In 2006, Participant A is 55 years old. Plan P 
also provides that a catch-up eligible participant is permitted to 
defer amounts in excess of the section 401(a)(30) limit up to the 
applicable dollar catch-up limit for the year. Participant A defers 
$18,000 during 2006.
    (ii) Participant A's elective deferrals in excess of the section 
401(a)(30) limit ($3,000) do not exceed the applicable dollar catch-
up limit for 2006 ($5,000). Under paragraph (a)(1) of this section, 
the $3,000 is a catch-up contribution and, pursuant to paragraph 
(d)(2)(i) of this section, it is not taken into account in 
determining Participant A's ADR for purposes of section 401(k)(3).
    Example 2. (i) Participants B and C, who are highly compensated 
employees earning $120,000, are eligible to make elective deferrals 
under a section 401(k) plan, Plan Q. Plan Q limits elective 
deferrals as necessary to comply with section 401(a)(30) and 415, 
and also provides that no highly compensated employee may make an 
elective deferral at a rate that exceeds 10% of compensation. 
However, Plan Q also provides that a catch-up eligible participant 
is permitted to defer amounts in excess of 10% during the plan year 
up to the applicable dollar catch-up limit for the year. In 2006, 
Participants B and C are both 55 years old and, pursuant to the 
catch-up provision in Plan Q, both elect to defer 10% of 
compensation plus a pro-rata portion of the $5,000 applicable dollar 
catch-up limit for 2006. Participant B continues this election in 
effect for the entire year, for a total elective contribution for 
the year of $17,000. However, in July 2006, after deferring $8,500, 
Participant C discontinues making elective deferrals.
    (ii) Once Participant B's elective deferrals for the year exceed 
the section 401(a)(30) limit ($15,000), subsequent elective 
deferrals are treated as catch-up contributions as they

[[Page 53563]]

are deferred, provided that such elective deferrals do not exceed 
the catch-up contribution limit for the taxable year. Since the 
$2,000 in elective deferrals made after Participant B reaches the 
section 402(g) limit for the calendar year does not exceed the 
applicable dollar catch-up limit for 2006, the entire $2,000 is 
treated as a catch-up contribution.
    (iii) As of the last day of the plan year, Participant B has 
exceeded the employer-provided limit of 10% (10% of $120,000 or 
$12,000 for Participant B) by an additional $3,000. Since the 
additional $3,000 in elective deferrals does not exceed the $5,000 
applicable dollar catch-up limit for 2006, reduced by the $2,000 in 
elective deferrals previously treated as catch-up contributions, the 
entire $3,000 of elective deferrals is treated as a catch-up 
contribution.
    (iv) In determining Participant B's ADR, the $5,000 of catch-up 
contributions are subtracted from Participant B's elective deferrals 
for the plan year under paragraph (d)(2)(i) of this section. 
Accordingly, Participant B's ADR is 10% ($12,000 / $120,000). In 
addition, for purposes of applying the rules of section 401(k)(8), 
Participant B is treated as having elective deferrals of $12,000.
    (v) Participant C's elective deferrals for the year do not 
exceed an applicable limit for the plan year. Accordingly, 
Participant C's $8,500 of elective deferrals must be taken into 
account in determining Participant C's ADR for purposes of section 
401(k)(3).
    Example 3. (i) The facts are the same as in Example 2, except 
that Plan Q is amended to change the maximum permitted deferral 
percentage for highly compensated employees to 7%, effective for 
deferrals after April 1, 2006. Participant B, who has earned $ 
40,000 in the first 3 months of the year and has been deferring at a 
rate of 10% of compensation plus a pro-rata portion of the $5,000 
applicable dollar catch-up limit for 2006, reduces the 10% of pay 
deferral rate to 7% for the remaining 9 months of the year (while 
continuing to defer a pro-rata portion of the $5,000 applicable 
dollar catch-up limit for 2006). During those 9 months, Participant 
B earns $80,000. Thus, Participant B's total elective deferrals for 
the year are $14,600 ($4,000 for the first 3 months of the year plus 
$5,600 for the last 9 months of the year plus an additional $5,000 
throughout the year).
    (ii) The employer-provided limit for Participant B for the plan 
year is $9,600 ($4,000 for the first 3 months of the year, plus 
$5,600 for the last 9 months of the year). Accordingly, Participant 
B's elective deferrals for the year that are in excess of the 
employer-provided limit are $5,000 (the excess of $14,600 over 
$9,600), which does not exceed the applicable dollar catch-up limit 
of $5,000.
    (iii) Alternatively, Plan Q may provide that the employer-
provided limit is determined as the time-weighted average of the 
different deferral percentage limits over the course of the year. In 
this case, the time-weighted average limit is 7.75% for all 
participants, and the applicable limit for Participant B is 7.75% of 
$120,000, or $9,300. Accordingly, Participant B's elective deferrals 
for the year that are in excess of the employer-provided limit are 
$5,300 (the excess of $14,600 over $9,300). Since the amount of 
Participant B's elective deferrals in excess of the employer-
provided limit ($5,300) exceeds the applicable dollar catch-up limit 
for the taxable year, only $5,000 of Participant B's elective 
deferrals may be treated as catch-up contributions. In determining 
Participant B's actual deferral ratio, the $5,000 of catch-up 
contributions are subtracted from Participant B's elective deferrals 
for the plan year under paragraph (d)(2)(i) of this section. 
Accordingly, Participant B's actual deferral ratio is 8% ($9,600 / 
$120,000). In addition, for purposes of applying the rules of 
section 401(k)(8), Participant B is treated as having elective 
deferrals of $9,600.
    Example 4. (i) The facts are the same as in Example 1. In 
addition to Participant A, Participant D is a highly compensated 
employee who is eligible to make elective deferrals under Plan P. 
During 2006, Participant D, who is 60 years old, elects to defer 
$14,000.
    (ii) The ADP test is run for Plan P (after excluding the $3,000 
in catch-up contributions from Participant A's elective deferrals), 
but Plan P needs to take corrective action in order to pass the ADP 
test. After applying the rules of section 401(k)(8)(C) to allocate 
the total excess contributions determined under section 
401(k)(8)(B), the maximum deferrals which may be retained by any 
highly compensated employee in Plan P is $12,500.
    (iii) Pursuant to paragraph (b)(1)(iii) of this section, the ADP 
limit under Plan P of $12,500 is an applicable limit. Accordingly, 
$1,500 of Participant D's elective deferrals exceed the applicable 
limit. Similarly, $2,500 of Participant A's elective deferrals 
(other than the $3,000 of elective deferrals treated as catch-up 
contributions because they exceed the section 401(a)(30) limit) 
exceed the applicable limit.
    (iv) The $1,500 of Participant D's elective deferrals that 
exceed the applicable limit are less than the applicable dollar 
catch-up limit and are treated as catch-up contributions. Pursuant 
to paragraph (d)(2)(iii) of this section, Plan P must retain 
Participant D's $1,500 in elective deferrals and Plan P is not 
treated as failing to satisfy section 401(k)(8) merely because the 
elective deferrals are not distributed to Participant D.
    (v) The $2,500 of Participant A's elective deferrals that exceed 
the applicable limit are greater than the portion of the applicable 
dollar catch-up limit ($2,000) that remains after treating the 
$3,000 of elective deferrals in excess of the section 401(a)(30) 
limit as catch-up contributions. Accordingly, $2000 of Participant 
A's elective deferrals are treated as catch-up contributions. 
Pursuant to paragraph (d)(2)(iii) of this section, Plan P must 
retain Participant A's $2,000 in elective deferrals and Plan P is 
not treated as failing to satisfy section 401(k)(8) merely because 
the elective deferrals are not distributed to Participant A. 
However, $500 of Participant A's elective deferrals can not be 
treated as catch-up contributions and must be distributed to 
Participant A in order to satisfy section 401(k)(8).
    Example 5. (i) Participant E is a catch-up eligible employee 
under a section 401(k) plan, Plan R, with a plan year ending October 
31, 2006. Plan R does not limit elective deferrals except as 
necessary to comply with section 401(a)(30) and section 415. Plan R 
permits all catch-up eligible participants to defer an additional 
amount equal to the applicable dollar catch-up limit for the year 
($5,000) in excess of the section 401(a)(30) limit. Participant E 
did not exceed the section 401(a)(30) limit in 2005. Participant E 
made $3,200 of deferrals in the period November 1, 2005 through 
December 31, 2005 and an additional $16,000 of deferrals in the 
first 10 months of 2006, for a total of $19,200 in elective 
deferrals for the plan year.
    (ii) Once Participant E's elective deferrals for the calendar 
year 2006 exceed $15,000, subsequent elective deferrals are treated 
as catch-up contributions at the time they are deferred, provided 
that such elective deferrals do not exceed the applicable dollar 
catch-up limit for the taxable year. Since the $1,000 in elective 
deferrals made after Participant E reaches the section 402(g) limit 
for the calendar year does not exceed the applicable dollar catch-up 
limit for 2006, the entire $1,000 is a catch-up contribution. 
Pursuant to paragraph (d)(2)(i) of this section, $1,000 is 
subtracted from Participant E's $19,200 in elective deferrals for 
the plan year ending October 31, 2006 in determining Participant E's 
ADR for that plan year.
    (iii) The ADP test is run for Plan R (after excluding the $1,000 
in elective deferrals in excess of the section 401(a)(30) limit), 
but Plan R needs to take corrective action in order to pass the ADP 
test. After applying the rules of section 401(k)(8)(C) to allocate 
the total excess contributions determined under section 
401(k)(8)(C), the maximum deferrals that may be retained by any 
highly compensated employee under Plan R for the plan year ending 
October 31, 2006 (the ADP limit) is $14,800.
    (iv) Under paragraph (d)(2)(ii) of this section, elective 
deferrals that exceed the section 401(a)(30) limit under Plan R are 
also subtracted from Participant E's elective deferrals under Plan R 
for purposes of applying the rules of 401(k)(8). Accordingly, for 
purposes of correcting the failed ADP test, Participant E is treated 
as having contributed $18,200 of elective deferrals in Plan R. The 
amount of elective deferrals that would have to be distributed to 
Participant E in order to satisfy section 401(k)(8)(C) is $3,400 
($18,200 minus $14,800), which is less than the excess of the 
applicable dollar catch-up limit ($5,000) over the elective 
deferrals previously treated as catch-up contributions under Plan R 
for the taxable year ($1,000). Under paragraph (d)(2)(iii) of this 
section, Plan R must retain Participant E's $3,400 in elective 
deferrals and is not treated as failing to satisfy section 401(k)(8) 
merely because the elective deferrals are not distributed to 
Participant E.
    (v) Even though Participant E's elective deferrals for the 
calendar year 2006 have exceeded the section 401(a)(30) limit, 
Participant E can continue to make elective deferrals during the 
last two months of the calendar year, since Participant E's catch-up 
contributions for the taxable year have not exceeded the applicable 
dollar catch-up limit

[[Page 53564]]

for the taxable year. However, the maximum amount of elective 
deferrals Participant E may make for the balance of the calendar 
year is $600 (the $5,000 applicable dollar catch-up limit for 2006, 
reduced by the $4,400 ($1,000 plus $3,400) of elective deferrals 
previously treated as catch-up contributions during the taxable 
year).
    Example 6. (i) The facts are the same as in Example 5, except 
that Participant E exceeded the section 401(a)(30) limit for 2005 by 
$1,300 prior to October 31, 2005, and made $600 of elective 
deferrals in the period November 1, 2005, through December 31, 2005 
(which were catch-up contributions for 2005). Thus, Participant E 
made $16,600 of elective deferrals for the plan year ending October 
31, 2006.
    (ii) Once Participant E's elective deferrals for the calendar 
year 2006 exceed $15,000, subsequent elective deferrals are treated 
as catch-up contributions as they are deferred, provided that such 
elective deferrals do not exceed the applicable dollar catch-up 
limit for the taxable year. Since the $1,000 in elective deferrals 
made after Participant E reaches the section 402(g) limit for 
calendar year 2006 does not exceed the applicable dollar catch-up 
limit for 2006, the entire $1,000 is a catch-up contribution. 
Pursuant to paragraph (d)(2)(i) of this section, $1,000 is 
subtracted from Participant E's elective deferrals in determining 
Participant E's actual deferral ratio for the plan year ending 
October 31, 2006. In addition, the $600 of catch-up contributions 
from the period November 1, 2005 to December 31, 2005 are subtracted 
from Participant E's elective deferrals in determining Participant 
E's ADR. Thus, the total elective deferrals taken into account in 
determining Participant E's ADR for the plan year ending October 31, 
2006, is $15,000 ($16,600 in elective deferrals for the current plan 
year, less $1,600 in catch-up contributions).
    (iii) The ADP test is run for Plan R (after excluding the $1,600 
in elective deferrals in excess of the section 401(a)(30) limit), 
but Plan R needs to take corrective action in order to pass the ADP 
test. After applying the rules of section 401(k)(8)(C) to allocate 
the total excess contributions determined under section 
401(k)(8)(C), the maximum deferrals that may be retained by any 
highly compensated employee under Plan R (the ADP limit) is $14,800.
    (iv) Under paragraph (d)(2)(ii) of this section, elective 
deferrals that exceed the section 401(a)(30) limit under Plan R are 
also subtracted from Participant E's elective deferrals under Plan R 
for purposes of applying the rules of 401(k)(8). Accordingly, for 
purposes of correcting the failed ADP test, Participant E is treated 
as having contributed $15,000 of elective deferrals in Plan R. The 
amount of elective deferrals that would have to be distributed to 
Participant E in order to satisfy section 401(k)(8)(C) is $200 
($15,000 minus $14,800), which is less than the excess of the 
applicable dollar catch-up limit ($5,000) over the elective 
deferrals previously treated as catch-up contributions under Plan R 
for the taxable year ($1,000). Under paragraph (d)(2)(iii) of this 
section, Plan R must retain Participant E's $200 in elective 
deferrals and is not treated as failing to satisfy section 401(k)(8) 
merely because the elective deferrals are not distributed to 
Participant E.
    (v) Even though Participant E's elective deferrals for calendar 
year 2006 have exceeded the section 401(a)(30) limit, Participant E 
can continue to make elective deferrals during the last two months 
of the calendar year, since Participant E's catch-up contributions 
for the taxable year 2006 have not exceeded the applicable dollar 
catch-up limit for the taxable year. However, the maximum amount of 
elective deferrals Participant E may make for the balance of the 
calendar year is $3,800 (the $5,000 applicable dollar catch-up limit 
for 2006, reduced by $1,200 ($1,000 plus $200) in elective deferrals 
previously treated as catch-up contributions during taxable year 
2006).
    Example 7. (i) Participant F, who is 58 years old, is a highly 
compensated employee who earns $100,000. Participant F participates 
in a section 401(k) plan, Plan S, for the first six months of the 
year and then transfers to another section 401(k) plan, Plan T, 
sponsored by the same employer, for the second six months of the 
year. Plan S limits highly compensated employees' elective deferrals 
to 6% of compensation for the period of participation, but permits 
catch-up eligible participants to defer amounts in excess of 6% 
during the plan year, up to the applicable dollar catch-up limit for 
the year. Plan T limits highly compensated employee's elective 
deferrals to 8% of compensation for the period of participation, but 
permits catch-up eligible participants to defer amounts in excess of 
8% during the plan year, up to the applicable dollar catch-up limit 
for the year. Participant F, who earned $50,000 in the first six 
months of the year, defers $5,000 under Plan S. Participant F also 
deferred $5,000 under Plan T.
    (ii) Under paragraph (f)(2) of this section, the employer-
provided limit for Participant F is $7,000, the sum of the employer-
provided limit for Plan S ($3,000) and the employer-provided limit 
for Plan T ($4,000). Participant F's elective deferrals for the year 
are $10,000. Therefore, the amount of Participant F's elective 
deferrals in excess of the employer-provided limit is $3,000. Under 
paragraph (f)(3) of this section, the $3,000 in excess of the 
employer-provided limit is treated as an elective deferral in excess 
of that limit under both Plans S and T for purposes of applying the 
catch-up contribution limit under paragraph (c)(1) of this section.
    (iii) Since the amount of Participant F's elective deferrals in 
excess of the employer-provided limit ($3,000) does not exceed the 
applicable dollar catch-up limit for the taxable year, the entire 
$3,000 of Participant F's elective deferrals are treated as catch-up 
contributions. In determining Participant F's actual deferral ratio, 
the entire $3,000 of catch-up contributions is subtracted from 
Participant F's elective deferrals for the plan year under paragraph 
(d)(2)(i) of this section. Accordingly, Participant F's actual 
deferral ratio is 7% ($7,000/$100,000) for both Plans S and T.
    (iv) In accordance with paragraph (f)(3) of this section, it is 
determined that $2,000 of the excess over the employer-provided 
limit was made under Plan S and $1,000 of the excess over the 
employer-provided limit was made under Plan T. This determination is 
not inconsistent with the manner in which the elective deferrals 
were actually made. Therefore, under paragraph (d)(2)(ii) of this 
section, for purposes of applying the rules of section 401(k)(8), 
Participant F is treated as having elective deferrals of $3,000 
($5,000-$2,000) in Plan S and $4,000 ($5,000-$1,000) in Plan T.
    (v) If, after applying the ADP test of section 401(k)(3), Plan S 
or Plan T were to require correction under section 401(k)(8), the 
maximum amount of elective deferrals in excess of the ADP limit that 
could be treated as catch-up contributions for Participant F under 
the Plan could not exceed $2,000, the applicable dollar catch-up 
limit of $5,000, reduced by the $3,000 in excess of the employer-
provided limit previously treated as catch-up contributions for the 
taxable year.
    (j) Effective date and transition rule-- (1) Effective date. 
Section 414(v) and this section apply to contributions in taxable 
years beginning on or after January 1, 2002.
    (2) Transition rule for collectively bargained employees. An 
applicable employer plan will not fail to satisfy the requirements 
of paragraph (e) of this section merely because employees eligible 
to make elective deferrals who are included in a unit of employees 
covered by a collective bargaining agreement in effect on January 1, 
2002, are not permitted to make catch-up contributions until the 
first plan year beginning after the termination of such agreement.

Robert E. Wenzel,
Deputy Commissioner of Internal Revenue.
[FR Doc. 01-26566 Filed 10-22-01; 8:45 am]
BILLING CODE 4830-01-P