TAILIEUCHUNG - Lecture Employee benefits and retirement planning - Chapter 19: Savings/match plans

This chapter begins with a slightly longer “What is it?” section, describing savings or thrift plans. Following a section on when such a plan may be useful, the chapter identifies some advantages and disadvantages. Design features and tax implications are discussed next, and the chapter ends with a reference for learning more and the referral back to Chapter 10 for plan installation information. | What is it? a qualified defined contribution plan similar to a profit sharing plan provides for and encourages after-tax employee contributions to plan can have employer matching contributions often part of profit share or 401(k) plan may be replaced by Roth IRA Copyright 2009, The National Underwriter Company When is it indicated? as add on to Sec. 401(k) to allow employees to increase contributions beyond annual limit on salary reductions for Sec. 401(k) employees are young willing to assume investment risk varied in need or desire for retirement savings Copyright 2009, The National Underwriter Company When is it indicated? employer wants to supplement company defined benefit plan with plan that uses individual accounts and allows employees to save tax-deferred Copyright 2009, The National Underwriter Company Advantages tax deferred savings for employees employees choose amount to contribute lump-sum distributions may be eligible for special 10 year averaging individual participant accounts - participants benefit from profitable plan investments Copyright 2009, The National Underwriter Company Disadvantages inadequate retirement savings employees bear investment risk administrative costs higher than alternatives (. money purchase plan or profit sharing plan) limit on annual additions may be too low for highly compensated Copyright 2009, The National Underwriter Company Design Features voluntary participation after tax employee contributions w/ employer match vesting requirements of employer match same as top-heavy plans - 3 year cliff or 2-6 gradual vesting plan must meet nondiscrimination requirements generous provision for employee fund withdrawal or loans Copyright 2009, The National Underwriter Company Design Features plan can allow participant-investment direction; if regulations satisfied, plan trustee and employer relieved of fiduciary liability employers can offer plans that combine features of regular profit sharing plan .

• Quản trị kinh doanh
• Employee benefits
• Retirement planning
• Retirement plan design
• savings plan
• Thrift plan
• Match plan
• Employee’s retirement
• Employee benefit planning
• Individual benefits statement
• Employee discounts
• Company cafeterias
• Employee stock purchase plans
• Section 423 plans
• Key employee life insurance
• Corporate owned life insurance
• Simplified employee pension
• Salary reduction SEP
• Scheduled benefits
• Legal services plan
• Lecture Human resource management
• Human resource management
• Human resource
• Quản trị nhân sự
• Employee benefits programs
• Restricted stock plans
• Employee retention
• Strategic Benefits
• Development Benefits
• Financial Reporting
• Financial Management
• Human Resources
• Legal services plans
• Employer select
• Designing retirement plans
• Stock options
• Nonstatutory stock option
• Incentive stock options
• Alternative minimum tax
• Cafeteria plans
• IRC section 125
• Flexible spending accounts
• Medical reimbursement
• Group term life insurance
• Executive carve out
• Split dollar life insurance
• Endorsement method