The deannuitization of defined benefit pension plans

I’ve written about the "annuity puzzle" before. That’s the investment industry term for the disconnect between the economic arguments of annuitizing a lump sum amount and the investor’s aversion to doing so. Most of the retirement plan industry attention recently has been focused on the "annuitization" of 401(k) plans. That is, adding annuity options to 401(k) plans in response to retirees and pre-retirees who are significantly underestimating how long they need to make their retirement savings last.

Whether that effort is successful is a topic for another day. But let’s not forget that there are still defined benefit plans out there. A recent study by Gary R. Mottola, Stephen P. Utkus at the Vanguard Center for Retirement Research, Lump Sum or Annuity? An Analysis of Choice in DB Pension Payouts, adds to the understanding off the annuity puzzle in a defined benefit environment.

They examined distributions from two Fortune 500 defined benefit plans and one cash balance plan. In brief, their study indicated that many married participants chose to “deannuitize” their benefit in their defined benefit plans. In other words they chose a lump sum over the ERISA-mandated joint and survivor annuity default by submitting the required written, notarized waiver.

Here is what Mr. Mottola and Mr. Utkus say about the implications of their findings:
 

The desire among married participant in their 50s and 60s to “deannuitize” a DB plan distribution appears to be quite strong, and stands in sharp contrast to the inertia typically displayed by defined contribution participants in the accumulation phase. As a result, plan design and policy efforts that rely on inertia and default choices to encourage annuitization within retirement plans are likely to have only modest effects. Meanwhile, the fact that annuitization rates rise with age suggests that the demand for traditional annuities may arise later in life, at an age when many participants have already retired and left their employers’ retirement plans. Also, annuity demand may increase in tandem with the broader trend toward taking a later retirement.

Here is a link (PDF) to their study.

Hat tip to the Financial Page blog.by Barry Barnitz.
 

You can lead a small business owner to water, but you can’t make them set up a 401(k) plan

The retirement plan tax laws have never been better, automatic enrollment makes it easy for employees to contribute to a 401(k) plan, and the new Qualified Default Investment Arrangement (QDIA) gives participants access to professional investment managers. But first, there’s gotta be a retirement plan. And sadly, few small business owners consider it their responsibility to help their employees prepare for retirement.

A recent survey conducted by Harris Interactive on behalf of ShareBuilder 401(k) found that only 17% percent of small business owners responded that they felt a strong obligation to offer retirement benefits (a 401(k) or other retirement plan). In fact, 46 percent reported that they felt no obligation at all.

This isn’t a surprise to me since I’ve experienced the same thing working with 401(k) plans since their inception in the early 1980s. Here are some of the objectives I hear from business owners followed by my response:

  • "Retirement plans are too expensive to set-up and administer.” – There are retirement plan service providers that are structured to provide cost-effective services to small businesses.
  • "It still seems expensive to set-up and administer a plan." – Check with your accountant and see if your business qualifies for a tax credit for establishing a retirement plan.
  • "I have to make a contribution every year.” – Retirement plans can be set up so that contributions are discretionary”.
  • "I have to provide the same contribution to the employees as for me.”.– Not necessarily since there are allocation methods that can be used to provide larger contributions to the owners and still pass IRS compliance tests.

The ShareBuilder survey found that just 14% of small business owners offer a 401(k) plan, and 63% do not offer any form of retirement benefits to their employees. No surprise there. But here’s the interesting part. When it comes to their own personal retirement security, almost half of the business owners (47%) indicated they are not confident that they are prepared for retirement. Go figure!

401(k) safe harbor notice fast approaching: December 1

It seems like there is always an ERISA deadline. Here’s one coming up on December 1. It’s the due date for a calendar year plan to distribute a safe harbor notice for 2008. If the notice is timely provided and other conditions met (discussed below), a 401(k) plan is treated as satisfying the discrimination testing. The result, then, is to avoid returning excess contributions to the Highly Compensated Employees (HCEs).

An employer can satisfy the safe harbor requirement in one of two ways. 

  1. Contribute at least 3% or more of compensation to all eligible employees. Generally, the 3% contribution must be provided to all employees eligible to make elective deferrals to the plan even if they make no contributions themselves.
  2. Contribute a matching contribution equal to 100% of the first 3% of elective contributions and 50% of the next 2%. Thus, if every employee contributes at least 5% of compensation, the maximum employer match is 4% of total compensation.

Here is some of the fine print: 

  • No allocation requirement may be imposed, such as a 1,000 hour or last-day requirement.
  • The contribution must be 100% vested.
  • The 3% contribution can also be used to satisfy Top Heavy minimum contribution and can be used towards satisfying the cross-testing gateway for new comparability plans.
  • The matching contribution can used to satisfy a Top Heavy minimum contribution.
  • HCEs can also receive a safe harbor contribution.

Automatic enrollment plans wanting to use a safe harbor have another set of requirements which is a topic for another day.

Safe harbor plans are not for every employer. The decision to use the safe harbor method should be based on the employer’s objections and plan demographics.

Whose Number 1 (and 2) mutual fund “stars”?

Vanguard and Fidelity were named the number one and number two "stars" in a recent survey by Cogent Research, a Cambridge, Massachusetts strategic marketing research firm. Cogent’s survey, Investor Brandscape, measured customer loyalty, ownership, revenue and equity of brand among 38 fund companies to determine the strengths of the fund companies. Interesting research from a marketing and distribution standpoint, but how does investment performance impact on all of this?

Source: Investment News

So now, exactly what is “reasonable compensation?”

That’s a question many business owners ask as part of the tax planning process. That is, business owners who are also employees of their corporations. And the answer as to what “reasonable compensation”  – as determined by the IRS on audit – is based on the facts and circumstance based on IRS guidelines. And what’s “reasonable” depends on whether that owner is an employee of a C-corporation or an S-corporation. Continue Reading

The taxman cometh….and is auditing SEPS and SIMPLE IRAs

Many employers adopt SEPs and SIMPLE IRAs because they think they’re easy to use. They can be, but they still have to be operated properly. The IRS is now auditing SEPs and SIMPLEs, and more than half – yes, more than 50% – of the plans examined have operational errors. The Fall 2007 issue of the IRS publication Retirement News for Employers cites a number of common operational errors, some of which are the same as those made with qualified retirement plans:

  • Failure to amend the plan for recent legislation
  • Violation of the plan’s participation and eligibility requirements
  • Contributions made over the allowable limits
  • Late deposits of employee deferrals

Click here to download (PDF) the IRS publication which beginning on page 2 discusses their audit results and has links to IRS resources on SEP and SIMPLE IRAs and how to fix operational errors.

Jet fuel prices and retirement plan funding

ABC7 Eyewitness News in New York has been reporting the story of planes at New York area airports landing low on fuel. On Thursday, the station reported they were given a memo by a Continental Airlines pilot that was sent by Continental’s senior flight operations director to the airlines 4,500 pilots. According to ABC7, while telling pilots that management will "respect their authority and judgment" on how much fuel they decide to carry, the memo then warns that "adding fuel indiscriminately… ultimately reduces profit sharing and possibly pension funding."

Click here to go to the video.

Hat tip to Dave Baker at BenefitsLink.

 

“Keep it simple” to retirement plan sponsors means automate more administration

I recently wrote about the Alliance Bernstein 2006 research that indicated that plan sponsors want to "keep it simple".  What that translates to when plan sponsors are shopping for service providers is the ability to provide administrative services on-line.

New research by Spectrem Group confirms that automated plan administration functions, such as electronic payroll submission, electronic funds transfer and data downloads, are rapidly becoming must-have capabilities for plan sponsors of all sizes. And because of the competitive nature of the retirement plan market, "must-haves" are "can-haves" even for the smallest plan sponsor.

Savers tax credit shouldn’t get lost in the shuffle of Pension Protection Act’s many provisions

With much of the attention focused on the major provisions of the Pension Protection Act of 2006 (PPA), there is a tax benefit available to low to moderate-income taxpayers that shouldn’t be overlooked. 

It’s the Saver’s Credit slated to expire after 2006 which the PPA made permanent., and it provides an added bonus to the increasing number of employees that are being automatically enrolled by their employers in employer sponsored retirement savings plans. It provides an income tax credit of up to $1,000, $2,000 for married couples for employee contributions to an employer plan or IRA contributions.

It’s not too late for eligible employees to make retirement contributions and get the saver’s credit on their 2007 tax return. They have until April 15, 2008, to set up a new individual retirement arrangement or add money to an existing IRA and still get credit for 2007. However, elective deferrals must be made by the end of the year to a 401(k), 403(b), or 457 plan.   

 Here is a link to an IRS News Release that provides more detailed information.

Picture credit: Wikipedia.

IRS announces key retirement plan limits for 2008

The table below indicates the newly released 2008 retirement plan limits for 2008.

                            

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