Is there anything preventing employer with a DB Plan from adopting a SEP? I am fairly certain they couldn't use the IRS model form or a prototype, but I don't see why they couldn't have an individually designed SEP.

Assuming employer can adopt a SEP, then would the maximum contrib. to the SEP be the 25% of comp. minus the DB minimum funding requirement? (Just assume all participants in both Plans would be the same.)

Thanks for any guidance.

R. Butler-

Your understanding of the issue (non-model SEP, 25% comp less Db funding) is indentical to mine...........................