Sections 402(g) and 415 of the Internal Revenue Code control the annual contribution limits that are applicable to 403(b) and 401(k) plans. These sections of the Code generally determine how much your employees can contribute to the retirement plans administered by TIAA-CREF.
Also included is information about the 15-Year Rule, Age-50 Catch-Up Contributions, alternative limits and how excess contributions are handled.
Additional guidelines include:
- Nondiscrimination — as it relates to retirement plan contributions, nondiscrimination generally means that plans cannot discriminate beyond permissible limits in favor of highly paid employees over non-highly paid employees with respect to contributions and availability of other benefits, rights and features.
- Matching Test Software — users of TIAA-CREF’s secure Plan Administrator Website have access to a free download of our Matching Test Software. This software download allows administrators to monitor adherence to the Internal Revenue Code's Section 401(m), which requires that matching contributions and after-tax contributions are not disproportionately high for highly compensated employees.
- Minimum Distribution — participants in retirement plans are required to begin receiving minimum distribution from the retirement plan, beginning no later than the April 1 of the year after they attain age 70½, or separate from service if later.