Save Your Retirement: What to Do If You Haven’t Saved Enough or If Your Investments Were Devastated by the Market Meltdown (Book Review)

The Employee Benefit Research Institute (EBRI), an independent non-partisan research organization, in their annual Retirement Confidence Survey (RCS) has been asking workers how confident they are in having enough money for a comfortable retirement since 1993.

And in today’s economy, it should be no surprise that EBRI reported The 2009 Retirement Confidence Survey: Economy Drives Confidence to Record Lows; Many Looking to Work Longer. The Executive Summary stated

Workers who say they are very confident about having enough money for a comfortable retirement this year hit the lowest level in 2009 (13 percent) since the Retirement Confidence Survey started asking the question in 1993, continuing a two-year decline. Retirees also posted a new low in confidence about having a financially secure retirement, with only 20 percent now saying they are very confident (down from 41 percent in 2007).

The 2009 RCS reports that workers who have lost confidence in their ability to secure a comfortable are responding as follows:

  • 81% have reduced their expenses
  • 43% are changing the way they invest
  • 38% are working more hours or a second job
  • 25% are saving more money , and
  • 25% are seeking advice from a financial professional

Sounds reasonable, yes? But here’s the rub. The RCS concludes that faulty assumptions and a lack of planning still hinder the ability of many Americans to realistically assess the preparations they need to take to ensure a financially secure retirement.

And that’s the problem that Frank Armstrong, III and Paul B. Brown address in their new book, Save Your Retirement: What To Do If You Haven’t Saved Enough or If Your Investments Were Devastated by the Market Meltdown.

So what’s so special about this book amidst the glut of books about retirement planning? Simply this. It reflects the real life experience of the authors in contrast to the media-created “investment experts” for many of whom the current recession is their first.

Frank Armstrong has more than 35 years of experience in the securities and financial services industry and is the founder and principal of Investor Solutions, Inc., a fee-only registered investment advisor, based in Miami. Paul Brown is a longtime contributor to the New York Times and co-author of the best selling retirement plan guide Grow Rich Slowly. He is a financial expert for ThirdAge.com, the popular website devoted to the concerns of people over age 40.

There’s nothing magic in their book. It’s just basic, old-school financial management in which Armstrong and Brown respond directly to what I call the “new financial realities” by showing battered investors

  • Where to move their savings
  • How to recalculate what they’ll really need to retire
  • How to assess when they can now afford to retire
  • How they should change their approaches to investing
  • How to use the federal tax system to save more
  • What to expect from Social Security now

So if you’re one of those people worried about how and when you can afford to retire, then this book can be an excellent guide. Here’s a link to Amazon if you want to purchase the book, and you can also subscribe to Frank’s companion blog, Sink or Swim.

You can also check out other book reviews I’ve done: Josh Itzoe’s timely Fixing The 401(k); Fran Hawthorne’s controversial Pension Dumping: The Reasons, The Wreckage, The Stakes for Wall Street; and Christian Jarrett’s and Joannah Ginsburg’s This Book Has Issues – Adventures in Popular Psychology.

2010 retirement plan limits unchanged but have future implications

Most annual retirement plan limits are indexed to inflation; and because of the decline in the Cost of Living Index in 2009, many of the limits remained unchanged for 2010.

Following are the key retirement plan limits for 2010 as announced by the Internal Revenue Service.

  • 401(k) and 403(b) Deferrals: $16,500.
  • Catch-Up Limit (Age 50 and Older: $5,500.
  • Defined Benefit: $195,000.
  • Maximum Compensation: $245,000.
  • Highly Compensated Employee: $110,000.
  • Social Security Taxable Wage Base: $106,800.

Click here to download our chart for a list of all the retirement plan limits for 2010 compared to 2009 and 2008.

It may be good news for employees, many of whom expected reductions, but not good news for 50 million Social Security recipients. The negative inflation rate meant that they will not get a cost of living increase next year – the first time since 1975.

But while by law, Social Security benefits can’t decline, premiums for the Medicare drug program are expected to increase next year by 11%. Social Security recipients who have these premiums deducted from their benefits will receive reduced checks.

And what are the implications of this deflation beyond 2010? Here is a link to J.P. Morgan’s article, Deflation and the Effect on Benefit Plan Limits, that discusses its impact on both private and public retirement plans.

Dude, where’s my 401(k)?

If you missed that 2000 stoner comedy Dude, Where’s My Car?, you had several chances recently to catch it on cable. But if you’re still not aware of this movie that was a modest box-office success but has managed to develop a cult following, let me raise your pop culture awareness.

Two potheads played by Ashton Kutcher and Seann William Scott wake up from a night of partying and can’t remember where they parked their car. And it occurred to me what if they woke up 40 years later and couldn’t find their 401(k) accounts from all the different employers for whom they worked. (Yea, yea, I know I should get a life outside ERISA!).

That’s a likely scenario for many employees who were never part of a defined benefit pension plan and participated only in defined contribution plans such as profit sharing and 401(k). In an economy in which workers change jobs frequently, employers go out of business, move or are acquired, it’s not unusual for them to lose track of former account balances.

The resources to find these lost defined contribution accounts are even more limited than for defined benefit plans. For these plans at least, the Pension Benefit Guaranty Corporation (PBGC) does have its Pension Search database, but it’s only useful to assist employees whose defined benefit pension plan the PBGC has taken over. The PBGC does, however, provide information on how to track down a lost pension from other sources in their publication, Finding a Lost Pension.

There are, however, at least two resources, however limited, that may help:

  1. The Social Security Administration which receives Schedule SSA information from the Department of Labor each year for terminated employees with vested benefits. However, the information is only as current as the date that the employer left his former employer.
  2. The National Registry of Unclaimed Retirement Benefits (NRURB), a database operated by the benefit distribution processing firm PenChecks. However, employers must take the initiative to register names of former employees who have left account balances in their retirement plan. There is currently approximately 50,000 such individuals in their database.

So what’s the solution? One to consider is the approach taken by the U.K. and Australia. Each country has a central registry for the purpose of helping people find lost pensions. You can read about this approach in the March/April 2002 issue of Contingencies magazine article, Retirees ISO Their Lost Pensions, written by David Blake of the Pensions Institute in London and John Turner of the American Association of Retired Persons (AARP).

The bottom line is that employees are on their own, and it’s time to address the matter.

And by the way, if you did miss the movie that inspired this post, be patient. The sequel, Seriously Dude, Where’s My Car, is supposed to premiere next year.

403(b) and 457 Seminar at John Marshall Law School

On October 31 and November 1, I participated in a seminar at the John Marshall Law School, “New Rules for Non-Traditional Retirement Plans”, as part of the Law School’s LLM Program in Employee Benefits.

The seminar was led by attorney Bob Toth with whom I collaborated in our 403(b) Crunch Time Series. Bob is considered one of the leading experts on 403(b) plans, 457 plans, and the annuitization of 401(k) Plans. He is Of Counsel with Giller & Calhoun and blogs at his firm’s Business of Benefits blog.

Bob asked me to discuss some of the practical aspects of dealing with 403(b) and 457 plan sponsors with the law students who had great interaction with all of the presenters over the entire seminar. Since my presentation came at the end of a long day of tax law discussions, I started on a lighter note. Take a look:

 

New Rules for 403(b) and 457 Plans

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Saving for Retirement In Plain English: new video by Common Craft

 

Common Craft has just released their new video, Saving for Retirement In Plan English. They are superbly talented producers of videos for training and education, whose product they say is "explanation".

The video can be licensed for use by any organization that has the goal of increasing awareness and adoption of a retirement savings program, e.g., 401(k) plan sponsors.

Earlier this year, I blogged about Common Craft’s video, Investing Money in Plain English as a way to help 401(k) participants get back to the basics.

Sometimes less is more.

Treasury issues new Retirement and Savings Initiatives

In a recent series of three Revenue Notices and four Notices the Treasury Department issued Retirement Savings & Initiatives to help Americans save for the future.

The new Initiatives:

  1. Expand automatic enrollment in 401(k) and other retirement savings plans
  2. Create easier ways to save tax refunds
  3. Allow unused leave to be converted to 401(k) savings
  4. Provide a better explanation of rollover options

Let me expand on the last item because of its time sensitive nature. Employees when receiving a distribution from a qualified retirement plan must be given what we in the retirement plan business call a “402(f) notice” named after Section 402(f) of the Internal Revenue Code which explains distribution options and their tax consequences. Most of us use a notice based on IRS safe harbor language dating back to 2002.

IRS Notice 2009-8 (25 pages, PDF) provides updated and simplified model employee notices which explain distribution options for retirees and other terminating employees updated for recent tax legislation. The existing employee notices can be used through December 31, 2009 but only if they are modified to reflect all currently applicable statutory changes, i.e., the Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRRA) and the Pension Protection Act of 2006 (PPA).

So what to do? One of our Chicago ERISA attorneys, Andy Williams of Aronberg Goldgehn makes the following recommendations in his recent Retirement Savings & Initiative Bulletin:

All 402(f) notices need to be revised to reflect current statutory requirements. The substantive changes parallel those required for retirement plan documents. (see Retirement Plan Update: 2009 Deadline for Amendments). Plan administrators can use their existing 402(f) notices until the end of 2009, but only if they are customized to reflect current legal requirements. It makes more sense to adopt the applicable model notice from IRS Notice 2009-68. Because it is unclear that there is any grace period for adopting the new employee notice, this change should be made now with respect to all subject retirement plans, which includes plans qualified under Section 401(a) of the Internal Revenue Code (profit sharing, Section 401(k) and defined benefit pension plans) as well as Section 403(b) tax deferred annuity arrangements maintained by not-for-profit entities.

You can check out Andy’s other bulletins on his Benefit Law Group of Chicago website.

403(b) plans: “Don’t You (Forget About Me)”


For today’s visual metaphor, I could have used artwork for Simple Minds’ 1984 hit, Don’t You (Forget About Me), from the soundtrack of Breakfast Club, the movie by the recently deceased John Hughes. Instead, I’m using a picture that caught my attention photographed by artist Jeannette Sheehy inspired by the song.

In the context of the movie, the song title recalls the theme of the movie, five teenagers who they spend a Saturday in detention together and realize that they are all different than their respective stereotypes.

In a retirement plan context, the song title reminds many 403(b) plan sponsors that there is work that has to be done before year end. And the work is being in compliance with the IRS final 403(b) Regulations.

I wrote about the new Regulations in late 2008 in our 403(b) Crunch Time Series with guest author, attorney Bob Toth, himself a blogger on Giller & Calhoun’s Business of Benefits blog.

The Regulations originally had a January 1, 2009 effective date and dealt with the following aspects of 403(b) plans:

  • Requirement for a plan document
  • Rigorous application of the non-discrimination rules
  • Employer responsibility for complying with contribution limits
  • Timing of contributions
  • Transfers to other 403(b) contracts
  • Employer responsibility for coordinating and tracking loans
  • Plan termination

In late 2008, the IRS extended the plan document requirement to December 31, 2009. But that’s not the only “Don’t You Forget About Me” aspect of 403(b) plans. Two others include:

  • During 2009, the plan sponsor must operate the plan in accordance with a reasonable interpretation of Section 403(b), taking into account the final regulations.
  • Before the end of 2009, the plan sponsor must make its best efforts to retroactively correct any operational failure during the 2009 calendar year to conform to the terms of the written Section 403(b) plan, with such correction to be based on the general principles of correction set forth in the IRS’ Employee Plans Compliance Resolution System (EPCRS).

It’s only early October, and there is still time for 403(b) plan sponsors to do a compliance review to determine the extent to which they are in compliance with the 403(b) Regulations, and to develop an action plan to resolve an issues.

In the meantime, let’s lighten things up and roll the video, Simple Minds performing Don’t You (Forget About Me) in Philadelphia at Live Aid, July 13th 1985.

https://youtube.com/watch?v=FuAOl2oXXho%26hl%3Den%26fs%3D1%26color1%3D0x2b405b%26color2%3D0x6b8ab6

Gimme (tax) Shelter

Gimme Shelter is, of course, one of the classic songs by The Rolling Stones, and it first appeared as the opening track on the band’s 1969 album Let It Bleed.

The song was written in the context of the cultural turmoil of the 1960s, e.g., the Vietnam War, and the lyrics speak of seeking shelter from a coming storm.

Oh, a storm is threat’ning,
My very life today;
If I don’t get some shelter,
Oh yeah, I’m gonna fade away

Gimme Shelter was needed all too soon on December 6, 1969 documented in the 1970 film of the same name directed by Albert and David Maysles and Charlotte Zwerin. The documentary chronicled The Rolling Stones’ 1969 US tour, which culminated in the disastrous Altamont Free Concert at which the above picture of Mick Jagger was taken.

The song and the film were also indicative of the long and sometimes inglorious history of tax shelters. During this time, the top tax brackets in the U.S. was extremely high, 70%; and there was a growing trend towards marketing and packaging tax shelters for the middle class. In Rolling Stones terms, Gimme Tax Shelter.

There is nothing inherently wrong with tax shelters which are methods to reduce taxable income, e.g. qualified retirement plans. But human nature being human nature, “abusive tax shelters” (defined by the IRS as transactions promoted for the promise of tax benefits with no meaningful change in a taxpayer’s income or assets) appeared in every increasing numbers.

Generally, the IRS has found several forms of abusive tax shelters such as the use of multiple layers of domestic and foreign pass-through entities such as Trusts, Partnerships, S-Corporations, and Limited Liability Companies. The cost of adverse tax consequences resulting from an abusive tax transaction can be significant.

And, oh yes, certain forms of qualified retirement plans have been classified as such by the IRS. In the late 1990s, for example, some fully insured defined benefit pension plans permitted by Section 412(i) of the Internal Revenue Code were funded by life insurance policies with “springing cash values”.

These policies had no cash value for the first 5-7 years, after which they had significant cash value. Just before the cash value sprung, the participant would purchase the policy from the plan for the policy’s surrender value, zero. The objective was create a tax free transaction. The fallout – both financial and legal – from these types of retirement plans continues.

I wrote about the newest form of supercharged retirement plan in one of my weekly columns for my other blog home, Slate’s BizBox blog, It’s supposed to work something like this. A new business owner rolls his account from his former employer’s plan into his new retirement plan, and then uses the funds to buy stock in his new company.

Thus, the new business is capitalized with tax-deferred money. If it sounds too good to be true, it may very well be. It’s one of the transactions right on the IRS’s radar screen for abusive tax schemes. The IRS calls these transactions ROBS, rollover for business start-ups, so you kind of get the drift of their view.

The IRS published a October 1, 2008 memorandum that Michael D. Julianelle, IRS Director of Employee Plans, penned. The memo alerts IRS agents performing audit reviews and determination letter approvals to study each of these transactions on a case-by-case basis.

So what to do before committing money to any tax shelter? It’s worth the time and money to seek an opinion with a tax advisor not associated with the transaction. The cost of adverse tax consequences resulting from an abusive tax transaction can be significant.

“Augmented reality” needed for Social Security funding shortfall

That’s Dr. Eli Peli, pictured on the right. Dr. Peli is Senior Scientist and the Moakley Scholar in Aging Eye Research at Schepens Eye Research Institute, and Professor of Ophthalmology at Harvard Medical School. And the device that Dr. Peli is wearing is an augmented-reality system he invented.

In reporting on his research, the New Scientist magazine says, “augmented reality techniques can dramatically improve the sight of people with tunnel vision” , a condition, which narrows a person’s field of view.

That’s tunnel vision in the context of medicine. We have our own tunnel vision in our political economy. I define it as the inability for us to deal with more than one public policy issue at the same time. The reasons why are beyond the scope of my expertise, but here is a striking example of tunnel vision in the benefits world in which I reside.

It’s that while the health care debate rages (and I use that word intentionally) on, resolving the Social Security system’s long-term funding shortfall is apparently out of sight, out of mind. In Dr. Peli’s terms, the issue is in our peripheral vision.

According to the 2009 and latest Social Security Trustees’ report, the program’s long-term funding shortfall currently amounts to negative 2.00% taxable payroll. This means that the program would need additional revenues equal to 2 percent of taxable payroll for each year over the next 75 years to match the projected future current-law costs over that time frame. Without changes, the program ultimately will be able to pay only about 75% of benefits promised under current law.

The options are described in new research conducted by the Employee Benefit Research Institute (EBRI), an organization about which I have previously written. EBRI is a private nonprofit research institute based in Washington, D.C. that focuses on health, savings, retirement, and economic security issues. EBRI does not lobby or take policy decisions.

EBRI’s research study, Social Security Reform: How Different Options Might Affect Future Funding, discusses a range of possible reform options, all of which have been part of various reform proposals over the last two decades, and draws upon data presented in the annual Social Security Trustees’ report referenced above.

The options are basic:

  1. Reduce benefits (by lowering the scheduled increase in future benefit levels by changes to the benefit formula, or by raising the normal retirement age), or
  2. Raise taxes (by changing the amount of earnings that are taxable and used for the calculation of benefits under Social Security) and changes in benefits taxation.

The degree to which any of the options presented in the study would improve the long-term funding status of Social Security depends on how much emphasis policymakers might place on a specific provision. And when they do so.

Dr. Peli, we need you.

Lost in translation: 401(k) investment education programs

That’s Chicago’s own Bill Murray and Scarlett Johansson pictured in a scene from Lost In Translation, the 2003 movie in which they co-starred.

I’ll skip the movie review and just describe it as writer/director Sofia Coppola’s story about Murray and Johansson playing two people out of sorts with Japan, the country they find themselves visiting. Coppola won the Oscar that year for Best Writing, Original Screenplay.

Kinda like 401(k) participants attempting to translate investment education programs in managing their accounts. My September column in Employee Benefit News discusses how many plan sponsors have added an independent investment advice component to address the situation. Here is the link (free registration may be required) .  

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