Actual Deferral Percentage. The ratio (expressed as a percentage and calculated separately for each Participant) of:
Actual Deferral Percentage. The ratio defined in Section 3.4.2(B)(1)(a) for purposes of the ADP Test.
Actual Deferral Percentage. The ratio of (i) the ADP Contribution Amounts, as defined below, actually paid over to the Trust for the Plan Year on behalf of a Participant who was an Active Participant at any time during the Plan Year to (ii) such Participant’s Testing Compensation for the Plan Year.
Actual Deferral Percentage. The term “Actual Deferral Percentage” means, for a specified group of Participants (either Highly Compensated Employees or Non-Highly Compensated Employees) for a Plan Year, the average of the ratios (calculated separately to the nearest hundredth of a percentage point for each Participant in such group) of (a) the amount of Employer contributions actually paid over to the Trust on behalf of such Participant for the Plan Year to (b) the Code §414(s) Compensation of such Participant for such Plan Year. For purposes of computing Actual Deferral Percentages, an Employee who would be a Participant but for the failure to make Elective Deferrals will be treated as a Participant on whose behalf no Elective Deferrals are made and such Participant’s ratio will equal zero (0). An Actual Deferral Percentage for a specified group of Participants will be calculated to the nearest hundredth of a percentage point. Employer contributions actually paid over to the Trust on behalf of such Participant (either a HCE or a NHCE) for the Plan Year will include:
Actual Deferral Percentage. The ADP for Participants who are Highly Compensated Employees for each Plan Year and the ADP for Non-highly Compensated Employees for the same Plan Year must satisfy one of the following tests:
Actual Deferral Percentage. (ADP) Means, for a specified group of Participants for a Plan Year, the average of the ratios (calculated separately for each Participant in such group) of (1) the amount of Employer Contributions actually paid over to the Fund on behalf of such Participant for the Plan Year to (2) the Participant's Compensation for such Plan Year (taking into account only that Compensation paid to the Employee during the portion of the Plan Year he or she was an eligible Participant, unless otherwise indicated in the Adoption Agreement). For purposes of calculating the ADP, Employer Contributions on behalf of any Participant shall include: (1) any Elective Deferrals made pursuant to the Participant's deferral election, (including Excess Elective Deferrals of Highly Compensated Employees), but excluding (a) Excess Elective Deferrals of Non-highly Compensated Employees that arise solely from Elective Deferrals made under the Plan or plans of this Employer and (b) Elective Deferrals that are taken into account in the Contribution Percentage test (provided the ADP test is satisfied both with and without exclusion of these Elective Deferrals); and (2) at the election of the Employer, Qualified Nonelective Contributions and Qualified Matching Contributions. For purposes of computing Actual Deferral Percentages, an Employee who would be a Participant but for the failure to make Elective Deferrals shall be treated as a Participant on whose behalf no Elective Deferrals are made.
Actual Deferral Percentage. (i) The term “
Actual Deferral Percentage. The ratio (expressed as a percentage) of Before-Tax Contributions, Qualified Employer Deferral Contributions and, as the Administrative Committee deems necessary, Matching Contributions on behalf of the Eligible Participant for the Plan Year to the Eligible Participant's Deferral Compensation for the Plan Year.
Actual Deferral Percentage. For a specified group of Participants for a Plan Year, the average of the ratios (calculated separately for each Participant in such group) of (a) the amount of Salary Deferral Contributions actually paid over to the Plan on behalf of such Participant for the Plan Year to (b) the Participant’s Compensation for such Plan Year (whether or not the Employee was a Participant for the entire Plan Year). At the election of the Employer, Salary Deferrals may include Qualified Non-Elective Contributions and Qualified Matching Contributions. For purposes of computing Actual Deferral Percentages, an Employee who would be a participant but for the failure to make Salary Deferral Contributions shall be treated as a Participant on whose behalf no Salary Deferral Contributions are made.
Actual Deferral Percentage. The Actual Deferral Percentage for Highly Compensated Employees means the average of the Actual Deferral Ratios calculated for each eligible Highly Compensated Employee. A similar Actual Deferral Percentage shall be calculated for each eligible Nonhighly Compensated Employee. The Actual Deferral Ratio of each Participant shall be calculated by dividing the sum of the Elective Deferrals made on behalf of each Participant by the Participant’s Testing Compensation for the current Plan Year. For Plan Years beginning after December 31, 1988, such calculation shall be to the nearest one-hundredth of one percent. The Actual Deferral Ratio of a Participant who has no Elective Deferrals, as defined in Section 4.10(b) shall be zero. If a Highly Compensated Employee is eligible to participate in more than one 401(k) arrangement of the same Employer, the Actual Deferral Ratio shall be calculated by treating all such 401(k) arrangements which are part of an employee stock ownership plan described at Section 4975(e)(7) or 409 of the Code as one arrangement and by treating all other 401(k) arrangements as a separate arrangement. For Plan Years beginning after December 31, 1988, if a Highly Compensated Employee participates in two or more 401(k) arrangements which have different plan years, all such arrangements ending with or within the same calendar year which are required to be aggregated shall be treated as a single arrangement. A 401(k) arrangement which consists of contributions which are not designed to be invested primarily in Qualifying Employer Securities or Employer Securities shall be considered a separate plan which is not an employee stock ownership plan.
