Which type of plan is considered a cross-tested plan?

A cross-tested plan is designed to demonstrate that contributions are allocated in a way that benefits employees across different classifications, ensuring compliance with non-discrimination rules set by the IRS. This approach is essential for plans that differ significantly in contribution levels for various groups of employees, typically favoring older, higher-paid employees.

A new comparability plan, which is a type of defined contribution plan, allows for different contribution rates based on employee classification. It emphasizes the ability to make larger contributions to key employees, effectively making it a cross-tested plan as it tests for compliance regarding the benefits provided to different groups within the company.

In contrast, a 401(k) plan can take many forms and generally does not specifically emphasize cross-testing unless it is structured as such. A SIMPLE IRA doesn't allow for cross-testing due to its straightforward nature and specific contribution limits. Lastly, while pension plans are crucial for retirement savings, they follow different rules and do not fit into the cross-tested category in the same way that a new comparability plan does. Thus, identifying a new comparability plan as a cross-tested plan is accurate because it exemplifies an approach tailored to maintain compliance while optimizing benefits for various employee classifications.