403b match after employee turns 21

We control it by employee groups. We have a user field and the users monitor via HRWriter query and change via PA which changes the group eligiblity so the BN100 picks it up for the match.

It is all in one plan.

Margie,

Thanks for your response.  What information do you store in your userfield? 

Our user filed is labeled "Under21?". If the employee is under 21, HR places a "Y" in the field. Since, we don't have many employees under 21, HR doesn't have to populate it for all employees. They run the HRWRITER query (hr65,HR170) bi-weekly to show employees whose age is 21 or over and still have the "Y" in the user field. If an employee shows up on the report they complete a PA52 to *blank it out.

Hope this helps.

We have used the same type of setup for our retirement plan for groups that are elig for match and who aren't (YOS less than 1 yr).
We added a userfield to flag who isn't elig (2 values: MatchElig and MatchNElig'). We setup an employee group for people not elig for the match using the userfield and value of 'MatchNElig'. We added a change rule for the retirement plan. We added a new match schedule for the plan for 0% (Contrib button), we used the same parms as the current schedule but added the new EE grp (start date same as plan start date) and added a 0% schedule (schedule button)
For starters the process will be manual: If the EE is a new hire we will mark their userfield as 'not elig' using a personnel action, and when they become elig we will also use the action to switch the userfield. Use the PA100 to pull them in for the pay period and BN100 to trigger the change rule for the plan. (you can always check out PR14 to see if the match deduction is stopped (if they were termed at one point), active (when they are elig), or not present (which is what we expect to see for a new hire).
We are still testing, but it is looking good. People get the plan with no match and the plan sets up the match according to the employee group they fall in when the PA52 and BN100 are processed.
My future plan is to write a process flow that will create the PA52 action for our people becoming elig. That will take out the manual piece for our HR staff. They still will run the PA100 and BN100 but that's part of their normal payroll process.
I hope this helps.

Wow I'm wondering if we over-simplified: we don't allow a match until after 1 year of service, but we are handling it on BN15 with Contribution Type Match Limit Schedule.
Then on Bn19.3 Match Limits we have the first line set up as beginning year 0 and nothing in Match Percent field and then line two set up as Beginning year 1 and Ending Year 99 with the Match Percent filled in. Then we run BN102 for Years of Service before every payroll and it starts the match deduction when they have hit a year. We are basing the match on Seniority Date which we fill in with the date of hire for a new hire, and
the original date of hire if they come back within 5 years of termination and had completed 1 year of service before termination. It's been working perfectly since we went live in Lawson last year.

We don't have the under 21 issue to deal with, but in addition to what Margie is doing you could probably do something similar in basing the match on a Benefit Date which could be filled in with Birthdate + 21.

We do a similar process in the first part of Mary's e-mail regarding years of service for the match contribution group. They just can't get into that group unless they are over21 and have reached some other criteria that I did not mentione previously since the question was just about age 21. We did not want to have to populate a field for eveyone since most of our employees are over 21.