Employer-sponsored retirement plans are generally grouped into two major categories: Defined Benefit Plans (DB) and Defined Contribution Plans (DC). In a DB plan, the employer promises to pay a defined amount to retirees who meet certain eligibility criteria. In other words, the plan defines the benefit to be received. In its most typical form, a DB plan pays a lifetime monthly benefit to retirees who fulfill specific age and service requirements. Benefits are usually linked to the amount of service and based on final average salary. Employees can reasonably rely on a known and expected benefit level; although protection against post-separation inflation is usually limited and/or uncertain. The plan sponsor may also provide an alternative lump-sum "cash-out" of the benefit entitlement. Until relatively recent times, the DB was the dominant form of employer-sponsored retirement program.
In DC plans, the plan defines the contributions that an employer can make, not the benefit that will be received at retirement. The terminating employee receives the proceeds in a current or deferred lump sum or annuity. Since the benefit is not defined, the retirement outcomes are not known in advance.
In 1978, section 401k of the Internal Revenue Code authorized the use of a new type of defined contribution plan that allows for the employee to make pre-tax contributions to the plan.
How It Works
Employee 401k contributions are automatically deducted from the employee’s paycheck each pay period. This money is taken out before the employee’s paycheck is taxed. The contributions are invested at the employee’s direction into one or more funds provided in the plan. Employers often "match" employee contributions, but are not required to do so. As the investments grow in the employees 401k account, they do not pay taxes on the growth.
Advantages and Benefits
401k plans offer many benefits including the following:
·Any business, whether a C Corporation, S Corporation, partnership, LLC, LLP, sole-proprietorship, self-employed can
establish a Plan.
·The company sets the eligibility requirements, within certain guidelines, at the time the plan is established.
·Employer can restrict individuals with less than 1 year service, union members, non US citizens, part-time workers,
etc., from being eligible for the plan.
·Contributions to plan can come from voluntary employee salary reduction, from the employer, or from both.
·Each individual employee can defer (in 2010) up to $16,500 or 100% of compensation, whichever is less.
·Participants age 50 and over can make additional "catch-up" contributions of $5,500 in 2010.
·Employees are immediately 100% vested in their own 401k salary reduction tax deferred contributions.
·Employee withdrawals before age 59 1/2 may be subject to 10% penalty.
·Employees who retire any time during the calendar year in which they turn 55, or later, may not be subject to the
·Employers can establish a vesting schedule, within certain guidelines, for the contribution the company makes to the
·Employers are not required nor obligated to make any contribution to the 401k, although the employer may have
some obligation to contribute if plan is deemed top heavy or fails certain compliance tests.
·Excellent range of investment options are available for the plan sponsor to offer within the plan.
·The investment choices in most plans range from 8 to 35 options. The average plan has about 15.
·401k plans may permit "self-directed investment accounts" and company stock purchase within the plan.
·Employee contributions to the plan are not subject to federal income taxes until a distribution from the plan is made.
Any investment gains and earnings also enjoy tax deferral until distribution.
·This type of plan can permit loans and hardship withdrawals.
·Participants can start, stop contribution during course of year, as determined by the company.
·The employer can receive certain tax benefits for contributions.
·Plans are subject to top heavy and discrimination testing.
·Typically the amount the owners and highly compensated individuals can contribute to a 401k is a function of the
contributions of the other employers.
·401k plans are generally subject to IRS 5500 filings.
401k plans have proven to be popular with employees for several reasons. The tax deferral is obviously high on this list of reasons. Other reasons include the increased portability of this plan, employer matching contributions, and the increased control associated with self-direction of investments.
What is a 401(k) Plan? Here’s A Quick Overview:
Copyright Pension Professionals, Inc / California 2014