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Form 5305-S Arizona: What You Should Know
This form does not require an application, but the application form must be presented with the agreement. The requirements of Form 5305S for SEP IRA plans with certain specified provisions (Revised July 2016 Form 5305-SEP-A (Revised June 2013) — SEP IRA for Employees who are not eligible for an SEP Plan. The following requirements are FORM 5305 SEP IRA (Revised June 2013) Article II. Form 5305-SEP (Revised June 2013) is used by an employer to make an agreement to provide benefits under a SEP plan only to those employees who are eligible for retirement at age 62. This form does not require an application, but the application form must be presented with the agreement. The following requirements are required of applicants, as specified in the application: In-person and by electronic means • Application must include name, age, marital status, education, and employment information. • Application must include the total annual compensation and the number of years covered that are the maximum period for which benefits can be obtained. • Application must be signed by the applicant. • Application must state that applicant is not eligible for an SEP Plan. • Payment of benefits for the year will be made directly from funds in the employer's SEP IRA (with no deduction from wages) (with no deduction from the annual compensation of the employee) if: the employee has an eligible plan account under the SEP Plan; and the amount of plan payments for the employee's eligible plans each year is at least the greatest of 1,500 (if the employee is enrolled in a qualifying high-deductible plan), 5,000 (100 if the employee is enrolled in a catastrophic insurance plan), or the least of 6% of compensation multiplied by the number of years covered by the SEP account. If the plan payments that are paid from the employer's SEP IRA are greater than the maximum plan payments payable under section 402(g)(4) or (5) of the Internal Revenue Code, the portion of the amounts paid under those provisions will be reimbursed to the individual by the employer. If the employer is unable to make the required payments, then the employee will be provided with a refund or payment of the amount of the plan payments.
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