With respect to investments, the first task of the corporate sponsor is to set return objectives and broad definitions of characteristics for the investment portfolio that receives the corporate contribution. Setting investment objectives by the corporation for the investment manager or managers was not always considered an important function of the corporate sponsor; objective setting frequently was left to the discretion of the investment manager. However, as funds have grown in size, setting investment objectives has assumed increased importance; written objectives are prepared and then reviewed at regular intervals. Unfortunately, objectives often are stated in very vague terms, such as obtaining the maximum return consistent with prudence. Nevertheless, this problem is getting increased attention, and more specific directions may be expected in the future. (more…)

Employer-sponsored defined benefit pension plans in which the benefit is defined by account value rather than monthly lifetime retirement income. Cash balance plans are often referred to as “hybrids” because they have some of the characteristics of traditional “defined benefit” (DB) pension plans and some of the characteristics of “defined contribution” (DC) plans, such as 401(k). In general, traditional defined benefit plans promise qualified employees an income benefit for life (or some other period) starting at “normal retirement age,” without regard to how much (or little) the employer must contribute to the plan to fund the benefit. Defined contribution plans, on the other hand, promise only how much the employer will contribute to a qualified employee’s account from time to time until the employee retires but they make no promises with regard to investment earnings or results, let alone a monthly income benefit for life. (more…)

A company may terminate an employee benefit plan. However, a plan qualified for favorable tax treatment under the Internal Revenue Code must provide that, in effect, each affected participant becomes fully vested in his accrued benefit at the time of termination. ERISA also provides that, for defined benefit plans, the Pension Benefit Guaranty Corporation (PBGC) must be notified. (more…)

Approximately one-fifth (20 percent) of post retirement income sources today comes from qualified retirement plan assets. Within 20 years, that number will increase to just under one-third (30 percent) of post retirement income. These are broadly defined as assets on which you have not yet paid retirement income taxes, though there is one exception in the Roth IRA. (more…)

A defined benefit plan is the granddaddy of retirement plans. Unfortunately, in the years to come, these plans will likely become the retirement equivalent of a dinosaur. In a defined benefit plan, as noted earlier, an employee’s years of loyal service are rewarded with the continuation of income post retirement based on a predetermined formula defined by the company. These formulas vary from company to company, so if you’re covered by a defined benefit plan, be certain to ask your human resources department to provide you with the information you need to review your benefits. (more…)

There is a variation of the traditional defined benefit plan called a cash balance defined benefit plan. This hybrid plan contains elements of both a defined benefit plan and a 401(k) plan. Instead of a guaranteed benefit, each year the company sets aside a dollar amount attributed to your individual retirement account and applies either a fixed or a variable rate of interest to the deposit. The value of this account then becomes your retirement plan after you vest, which is in five years. (more…)

Classification of Pension Plans

There are two main criterions to distinguish Pension Plans. The first criterion is the asset base for the liabilities for benefits promised to plan participants or employees:

1. Pension plans without a fund ( pay as you-go plans)
2. Pension plans with a fund (funded pension plans). (more…)

The federal government insurance agency, called the Pension Benefit Guarantee Corporation (PBGC), insures the funds of defined benefit plans. The PBGC does not guarantee that the pension is as large as if the company remains solvent. If the company you worked for with a defined benefit plan goes bankrupt, the PBGC takes over benefit payments — but only to a certain limit ($36,000 a year in 1999). (more…)