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hr for me

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  1. Gotcha TC --- just wanted to clear that up..... but yes, OP would need to come up with some or all of the loan balance to make that work. And in the end if he could come up with some/all of the money, he could also just pay the loan off through the current 401k plan as long as he does so prior to it being a deemed distribution. But your way might give him extra time to do so.
  2. I'd see the advice of a local attorney/tax advisor regarding taxability and the ability to rollover. "unless you roll over the loan amount into an IRA" ...I am not sure if TC is suggesting that you can roll the loan balance and continue to pay the IRA (which I have never heard of) or something else. I'd love clarification on that too.... This is a complicated situation, but I have to agree that the 401(k) Plan MUST follow the plan document and it is rare that an employer allows an ex-employee to continue making 401(k) loan payments since they normally flow through payroll deductions. To do so it must be in the plan documents and/or loan procedures. It's not up to the recordkeeper to decide. I suspect your original loan paperwork stated these consequences for taking your loan and I would look back on those. I ALWAYS warn my employees about the down side of taking a loan and that it will be taxable after they terminate.....
  3. I'd try to set up a plan with the kids that they let you know when dad drops them off so that you do have the knowledge that they are there. If you are out of town, it might be up to you to setup an emergency back up plan to him. And you work through what they should do when this happens. In the end, would you rather they get dropped off at your home or the local park/mall/some girlfriend he hardly knows? While it would be nice if he planned this with you, he's not doing so and doesn't seem to care and like you said, it's a continuing situation. So your best bet is trying to work around it with your children and secondary plans. (and no that's NOT an attack on you at all). But sometimes you have to change/control the things that you can and if your house is the kids home base, then i don't see you getting a judge to agree that he CAN'T drop them off there since the older two are definitely old enough to stay home alone (not sure about overnight - that might depend on state laws)
  4. not sharing an office is the reason you are left out of meetings...and it sounds like the reason you aren't in those meetings is because you refuse to move to Paris. That has nothing to do with your language or heritage or race.
  5. this would be something the union would need to bargain for in the next set of negotiations. They just don't automatically get it.
  6. And sometimes a "change" is just adding more details and in the end it still falls under a basic reason that is deniable, then it still would be.
  7. is it possible it is an underpayment due to escrow (property taxes, insurance, etc)?
  8. agree that while most HR depts try to keep information confidential the only two laws that could possibly (slightly) come into play are HIPAA and ADA in very limited circumstances.
  9. How do they even know there are any issues to speculate about? People dont' just randomly start saying "oh, I think joe has MS. What do you think?" Obviously they are seeing some signs somewhere that are out of the ordinary. While you don't seem to want to discuss it with them, they are noticing. And it might be better if you do request accommodations if you need them.
  10. PayrollHRGuy -- I guess I should say "jinx" LOL....
  11. Actually the IRS has revised its stance on when employers have to send in a W-4: "Q1: In the past, as an employer, I was required to submit all Forms W-4 that claimed complete exemption from withholding (when $200 or more in weekly wages were regularly expected) or claimed more than 10 allowances. What Forms W-4 do I now have to submit to the IRS? A1: Employers are no longer required to routinely submit Forms W-4 to the IRS. However, in certain circumstances, the IRS may direct you to submit copies of Forms W-4 for certain employees in order to ensure that the employees have adequate withholding. You are now required to submit the Forms W-4 to IRS only if directed to do so in a written notice or pursuant to specified criteria set forth in future published guidance." see https://www.irs.gov/businesses/small-businesses-self-employed/withholding-compliance-questions-and-answers for further information. Now it is possible that some states, mine included, still have a requirement to send in the tax withholding form if it is above a certain #....
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