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Employee
Benefits:
Retirement Plans
Copyright © 2008 Pearson Addison
Wesley. All rights reserved. 173
Fundamentals of Private
Retirement Plans
• A qualified plan must benefit workers in general and not only
highly compensated employees, so certain minimum
coverage requirements must be satisfied
– Under the percentage test, the plan must cover at least 70% of all
non-highly compensated employees
– Under the ratio test, the percentage of non-highly compensated
employees covered under the plan must be at least 70% of the
percentage of highly compensated employees who are covered
– Under the average benefits test:
• The plan must benefit a reasonable classification of employees and not
discriminate in favor of highly compensated employees
• The average benefit for the non-highly compensated employees must be
at least 70% of the average benefit provided to all highly compensated
employees
Copyright © 2008 Pearson Addison
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Fundamentals of Private
Retirement Plans
• Most plans have a minimum age and service requirement
that must be met
– Under current law, all eligible employees who have attained age 21
and have completed one year of service must be allowed to
participate in the plan
– Normal retirement age is the age that a worker can retire and
receive a full, unreduced pension benefit
• Age 65 in most plans
– An early retirement age is the earliest age that workers can retire
and receive a retirement benefit
– The deferred retirement age is any age beyond the normal
retirement age
• Employees working beyond age 65 continue to accrue benefits under
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the plan
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Exhibit 17.1 The Benefits of Starting
Early in a Tax-Deferred Retirement Plan
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Fundamentals of Private
Retirement Plans
• A benefit formula is used to determine contributions or benefits
• In a defined-contribution formula, the contribution rate is fixed, but the
retirement benefit is variable
• In a defined-benefit plan, the retirement benefit is known, but the
contributions will vary depending on the amount needed to fund the
desired benefit
– The amount can be based on career-average earnings or on a final average
pay, which generally is an average of the last 3-5 years earnings
– Under a unit-benefit formula, both earnings and years of service are
considered
– Some plans pay a flat percentage of annual earnings, while some pay a flat
amount for each year of service
– Some plans pay a flat amount for each employee, regardless of earnings or
years of service
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Fundamentals of Private
Retirement Plans
• Vesting refers to the employee’s right to the employer’s contributions or
benefits attributable to the contributions if employment terminates prior
to retirement
– A qualified defined-benefit plan must meet a minimum vesting standard:
• Under cliff vesting, the worker must be 100% vested after 5 years of service
• Under graded vesting, the worker must be 20% vested by the 3rd year of service,
and the minimum vesting increases another 20% for each year until the worker is
100% vested at year 7
– Faster vesting is required for qualified defined-contribution plans to
encourage greater employee participation
• Employer contributions must be 100% vested after 3 years
• The worker must be 20% vested by the 2rd year of service, and the minimum
vesting increases another 20% for each year until the worker is 100% vested at
year 6
Copyright © 2008 Pearson Addison
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Fundamentals of Private
Retirement Plans
• Contributions to private retirement plans are limited:
– For 2006:
• The maximum annual contribution to a defined-contribution plan is
100% of earnings or $44,000, whichever is lower
• Under a defined-benefit plan, the maximum annual benefit is limited to
100% of the worker’s average compensation for the three highest
consecutive years or $175,000, whichever is lower
• The maximum annual compensation that can be counted in the
contribution of benefits formula for all plans is $220,000
• The Pension Benefit Guaranty Corporation (PBGC) is a federal
corporation that guarantees the payment of vested benefits to certain
limits if a private pension plan is terminated
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Fundamentals of Private
Retirement Plans
• Funds withdrawn from a qualified plan before age 59½ are
subject to a 10% tax penalty, except under certain
circumstances, e.g., for certain medical expenses
• Pension contributions cannot remain in the plan indefinitely
– Distributions must start no later than April 1st of the calendar year
following the year in which the individual attains age 70½
• If the participant is still working, the distributions can be delayed
• Qualified plans use advance funding to finance the benefits
– The employer systematically and periodically sets aside funds prior
to the employee’s retirement
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Fundamentals of Private
Retirement Plans
• Many qualified private pension plans are integrated with
Social Security
– Integration provides a method for increasing pension benefits for
highly compensated employees without increasing the cost of
providing benefits to lower-paid employees
• A top-heavy plan is a retirement plan in which more than
60% of the plan assets are in accounts attributed to key
employees
– To retain its qualified status, a rapid vesting schedule must be used
for nonkey employees
– Certain minimum benefits or contributions must be provided for
nonkey employees
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Defined-Contribution Plans
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Defined-Benefit Plans
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Exhibit 17.2 How Conversion to a Cash-
Balance Plan Potentially Lowers Annuity
Benefits
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Section 401(k) Plans
• A Section 401(k) plan is a qualified cash or deferred
arrangement (CODA)
– Typically, both the employer and the employees contribute, and the
employer matches part or all of the employee’s contributions
– Most plans allow employees to determine how the funds are
invested
• Some plans allow the contributions to be invested in company stock
– Employees can voluntarily elect to have part of their salaries
invested in the Section 401(k) plan through an elective deferral
• Contributions accumulate tax-free, and funds are taxed as ordinary
income when withdrawals are made
• For 2006, the maximum limit on elective deferrals is $15,000 for
workers under age 50
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Exhibit 17.3 Permissible Actual Deferral
Percentages (ADPs) for Highly
Compensated Employees (HCE)
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Section 401(k) Plans
– If funds are withdrawn before age 59½, a 10% tax penalty applies,
with some exceptions
– The plan may permit the withdrawal of funds for a hardship
• IRS recognizes four reasons for hardship:
– To pay certain unreimbursable medical expense
– To purchase a primary residence
– To pay post-secondary education expenses
– To make payments to prevent eviction or foreclosure on your home
• The 10% tax penalty applies, but plans typically have a loan provision
that allows funds to be borrowed without a tax penalty
– In the new Roth 401(k) plan, you make contributions with after-tax
dollars, and qualified distributions at retirement are received
income-tax free
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Section 403(b) plans
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Profit-Sharing Plans
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Retirement Plans for the Self-
Employed
• Retirement plans for the owners of unincorporated business
firms are commonly called Keogh plans
– Contributions to the plan are income-tax deductible, up to certain
limits
– Investment income accumulates on a tax-deferred basis
– Amounts deposited and investment earnings are not taxed until the
funds are distributed
– The maximum annual contribution into a defined-contribution Keogh
plan is limited to 20% of net earnings after subtracting ½ of the
Social Security self-employment tax
– If the plan is a defined-benefit plan, a self-employed individual can
fund for a maximum annual benefit equal to 100% of average
compensation for the three highest consecutive years of
compensation, or $175,000, whichever is lower
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Retirement Plans for the Self-
Employed
– Some requirements for Keogh plans include:
• All employees at least age 21 and with one year of service must be
included in the plan
• Certain annual reports must be filed with the IRS
• Special top-heavy rules must be met
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Simplified Employee Pension
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Funding Agency and Funding
Instruments
• A guaranteed investment contract (GIC) is an arrangement
in which the insurer guarantees the interest rate for a
number of years on a lump sum deposit
– These contracts are popular with employers because of interest
rate guarantees and protection against the loss of principal
• An investment guarantee contract is similar to a GIC,
except that the insurer receives the pension funds over a
number of years, and the guaranteed interest rate for the
later years is only a projected rate
– These contracts are appealing to employers who expect interest
rates to rise in the future
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Insight 17.1 Check It Out—The
New Roth 401(k) Plan
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