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assumption would be 100% given the involuntary nature of the plan termination. But, could it be a
prorated vesting schedule based on length of time employed to conform to the mandatory 20% per
year ERISA rules?>>

TMF Pixy responded to your original question. I'm sure that you have already read it by now. But if not, you should check it out. And it was great that Pixy took the time to respond, since this is his end of the business (Pixy is out resident pension and profit sharing plan maven). Not only that, I didn't have a clue.

Thanks for the help, Pixy!!!
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