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  1. In the 457 FAQs, "Can an employee contribute to a 457b and a 403b?", the answer indicates that an employee can contribute, say $18,000 to a 457 Plan and $18,000 to a 403b Plan if older than age 50 and have "enough includable compensation." How is "enough includable compensation" defined? Did EGTRRA eliminate all percentage limitations on contributions to these plans? Since the inception of EGTRRA, has the IRS been "scrutinizing" these contributions? If so, what flags are they looking for and what have they penalized? We began contributing to the Wash. State Deferred Compensation Plan last year and would like to contribute (in 2005) to both that plan and a 403b plan that we did not contribute to in 2004.
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