Employee Qualified Retirement Plans.ppt by shensengvf


									      Personal Finance:
    a Gospel Perspective

 Retirement Planning 3:
Employer Qualified Plans


A. Understand Employer Qualified Retirement
B. Understand Defined Benefit Plans
C. Understand Defined Contribution Plans

                  Applications #1

   Bill, married with two kids, will be graduating in April
    with his bachelors degree, and has two similar offers
    from companies both located in San Francisco,
    California. Both companies are companies he would
    be content to stay with for 30 years. Company A has a
    401k with a 100% match up to 4% of his salary.
    Company B has a 401k with no match, but a Defined
    Benefit Plan with the formula based on average salary,
    a factor of 1.5%, and years of service up to 30 years.
    Assuming the salary is $50,000 for either firm, which
    has the more attractive retirement package for Bill?
    Can Bill participate in other retirement plans?
  A. Understand Employer Qualified
           Retirement Plans
               Two Kinds of Plans

  Employer Funded           Employer Sponsored
   Pension Plans             Retirement Plans
(Defined Benefit Plans) (Defined Contribution Plans)

    Employer Qualified Plans (EQPs)

   There has been a shift in EQPs
   • With defined benefit plans, the risk of funding a
     specific amount each year is with the company
   • With defined contribution plans, the risk of
     funding a specific amount each year is with the
 We are seeing fewer (or a reduction in the benefit)
  defined benefit plans
   • Risk has been essentially shifted from the company
     to the employee

A. Understanding Defined Benefit Plans

    What is a defined benefit plan (DBP)?
   • A retirement plan funded entirely by the employer
     in which the payout amount is guaranteed
  What are the characteristics of a DBP?
   • Employees don’t contribute
   • Employees receive a “promise” of a defined payout
     at retirement
   • Payout is generally based on formula
       • Formula variables include:
           • Average salary level (x), factor percentage
             (y), and years of service (z)
        Defined Benefit Plans (continued)

 What is a payout formula?
    •   A formula which determines how much you will
        receive at retirement
    Example for XYZ corporation:
    • Calculate average of five highest annual salaries
        within the last ten years
    • Multiply final “average” salary by a company
        determined factor of 1.5%, and
    • Multiple this by years in service (to a maximum of
       • For XYZ Corporation: $60,000 x .015 x 25 yrs =
            $22,500 or 37.5% of final salary
        Defined Benefit Plans (continued)

   Advantages
    • Some plans provide 30% to 50% of final salary
    • Employees do not contribute and bear no risk
    • Benefits can be extended to spouse
   Disadvantages
    •   Benefits are considered taxable income
    •   Firms can change policies even after you retire
    •   Lack of portability and vesting is required
    •   Most do not provide for inflation (no COLA)
    •   Some plans are unfunded
            Cash-Balance Plans

   What are cash-balance plans?
   • A type of DBP in which workers are credited with
     a certain percentage of their salary (generally 4-
     7%) each year, plus a low but guaranteed rate of
     investment earnings
 How is this different from a DCP?
   • Accounts grow at a predetermined rate, regardless
     of how much is in the account
   • Employees do not make any investment decisions

         Cash-Balance Plans (continued)

   Advantages
    •   Employees do not contribute
    •   Rate of return is a constant
    •   Retirement benefits are easier to track
    •   Cash-balance plans are portable
    •   Cash-balance plans are cheaper for the company
   Disadvantages
    • Actual payouts may be less than the basic defined
      benefit plans

      Distributions/Payout Options
             (Example: BYU Defined Benefit Plan)

 10 year certain & life, 15 year certain & life, 20 year
  certain & life
 Life annuity
 Joint & survivor 100 percent annuity (10 year certain)
 Joint & survivor 75 percent annuity (10 year certain)
 Joint & survivor 50 percent annuity (10 year certain)
 Special joint & survivor two-thirds annuity (10 year
 Qualified joint & survivor annuity (50% and no term
Note: If employee dies prior to retirement, surviving
  spouse is restricted to QJSA option.
  Important Questions to ask when
Considering Employment Opportunities
   What salary is your pension based: average
    compensation, final year’s salary, or some other
   What is the vesting period?
   What is the formula for calculating benefits?
   What’s the normal retirement age? What happens to
    your pension amount if you retire sooner?
   Any advantage to working past age 65?
   Is there a COLA?

C. Understand Defined Contribution Plans

   What is a defined contribution plan (DCP)?
    • A retirement plan where the employer contributes a
      specific amount to the employee’s retirement funds
      while the employee is working and then has no
      responsibilities once the employee retires
   What are the characteristics of a DCP?
    • Employer contributes to a fund, and then has no
      additional obligation when the employee retires
    • Employee may also contribute to the fund
    • Pension is determined by how much is invested by
      both the employer and employee, and how fast it
      grows                  13
Defined Contribution Plans (continued)

   What are the different types of defined
    contribution plans (DCPs)?
     • Money Purchase Plans
        • Plan where employer contributes a percentage
          of employee salary each year
    • Profit Sharing Plans
        • Plan where employer contributions vary year-
          to-year depending on firm profitability (it may
          be zero if the firm is not profitable)

Defined Contribution Plans (continued)

 • Thrift and Savings Plans
    • Plan where employer matches a percentage of
      employee contributions to a specific amount (i.e.,
      free money)
 • Employee Stock Options Plan
    • Plan where retirement funds are invested in
      company stock—a very risky and non-diversified
      plan, but often at a discount to the current price

    Defined Contribution Plans (continued)

   Salary Reduction Plans
    • Employees contribute before tax dollars reducing
      their taxable income
    • Earnings accumulate tax deferred
    • 55 million employees participate in 401(k) plans
    • 89% of 401(k) plans have matching contributions

    Defined Contribution Plans (continued)

   Types of Salary Reduction Plans
     • 401k Plans
        • Plan where employees contribute a percent of
          salary up to a specified amount ($13,000 in
          2004). Employers may contribute a matching
          amount (free money) to encourage participation
     • 403b Plans
        • Same as 401k but for non-profit tax-exempt
          companies and institutions (i.e., schools)
     • 457 Plans
        • Same as 401k but for state and municipal
          workers            17
           Salary Reduction Plans

   Employees direct the funds into different
    financial asset options including:
    • Mutual funds, index funds, fixed income, equities,
      money market funds, and GICs (guaranteed
      investment contracts)
        • Companies have their list of approved
          investment assets
        • Employees choose where to invest their assets
          subject to the company list

    Defined Contribution Plans (continued)

   Advantages to Employees
    • May offer strong growth potential
    • Greater sense of control and portability
    • Tax advantages from tax deferred contribution and
   Disadvantages to employees
    • No guarantee of actual amounts available at
    • Risk is shifted from the employer to the employee

Defined Contribution Plans (continued)

   Advantages to Employers
    •   Easier to administer
    •   Less government regulation
    •   Greater employee investment choice
    •   Shifts investment decisions to employee
    •   Many varieties
   Disadvantages
    • Takes time and resources to administer

       Defined Contribution Plans (continued)
      Type        Funding                Contribution                             Eligibility
                             Employer contributes to plan based on a
Money Purchase                                                           All eligible compnay
               Employer      formula that covers all participating
Plans                        employees

                             Employer contributes percentage of profits;
Profit Sharing                                                           All eligible compnay
                 Employer    some plans are based on total profits;
Plans                        while others use a sliding scale

Employee Stock               Employer contributes stock or subsidizes    Employees of stock-issuing
                Employer     employee purchase as stock                  businesses
Ownership Plans

                  Employer   Employer matches some or all of the         Federal employees and
Thrift or Savings
                  and        amount an employee defers from pre-tax      emplyees of companies          YES
Plans                        salary into the plan                        offering plans
                 Employer    Employee contributes pre-tax salary to the
                             plan; employer may, and often does,        All employees of businesses
401 (k) Plans    and         contribute an amount based on an           that sponsor plans
                 Employee    announced formula
                 Employer    Emplyee contributes pre-tax salary to the   Restricted to employees of
403 (b) Plans    and         plan; employer may and often does,          non-profit, tax-exempt         YES
                 Employee    contribute an additional amount             employers

Section 457                  Employee contributes pre-tax salary to the Restricted to state and
                 Employee    plan                                       municipal workers.

Source: Wall Street Journal Guide to Planning Your Financial Future
 Defined Contribution Plans (continued)

 Thoughts on Defined Benefit/Contribution
  • 75% of plan balances are invested in equities
  • Mutual funds still provide bulk of investment
    opportunities, although some firms are forming
    brokerage links for stocks
     • Most plans typically provide 10+ options
   Other important issues:
     • What are annual or administration expenses?
     • Are there any transfer fees to go from one fund
       to another?
     • How often can I reallocate my assets? Costs?
    Defined Contribution Plans (continued)

   What is vesting?
    • Vesting is the process whereby funds contributed by
      the employer actually become the property of the
   What is the vesting schedule of most plans?
    • 100% of employee deferrals are vested immediately
    • Generally vesting schedules apply only to employer
      contributions, i.e., 60% after 2 years, 80% after 3
      years, and 100% after 4 years

Defined Contribution Plans                 (continued)

   401(k), 403(b), and 457 Plan annual
    contribution limits will increase as follows:
       Year        Contribution Limit Catch Up Contr.*

       2004                     13,000      3,000
       2005                   14,000         4,000
       2006                   15,000         5,000
       2007                  Indexed         5,000
       * Catch up contribution is for those over age 50

              Tax Considerations

   What are the tax considerations of DCPs?
    • All retirement income, including capital gains, are
      taxed as ordinary income
    • 10% penalty rule applies for early withdrawals
      before 59½ , with some exceptions
    • There is a 20% withholding requirement
    • Certain loan provisions may apply
    • Mandatory annual distributions begins after age

       Payout/Distribution Options?

   What are my payout or distribution options?
     • Payout/distribution options are ways the employee
       can receive your money at retirement
   Lump Sum Distribution
     • Pros: Control over investing, spending, gifting
     • Cons: Tax due immediately
     • Cons: No assurance of lifetime income
   Annuity (can purchase contract inside or outside)
     • Pros: Stable payments usually for life
     • Cons: Generally no COLA
     • Cons: Tax due on amount received each year
Payout/Distribution Options (continued)

   Periodic Payments
     • Pros: Regular payments at regular intervals
     • Pros: Relatively large payments
     • Cons: No assurance of lifetime income
     • Cons: Tax rate may be high due to high income
   IRA Rollover (Be careful and don’t touch the funds)
     • Pros: Defer taxes until you withdraw funds
     • Pros: Can direct investment to different assets
     • Pros: Enjoy tax deferred growth
     • Cons: Must begin withdrawals at 70½ or penalty
           Review of Objectives

A.  Do you understand Employer Qualified
Retirement Plans?
B.   Do you understand Defined Benefit Plans?
C.  Do you understand Defined Contribution


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