Sentences with phrase «as defined benefit plans»

«Fixed» Investments such as Defined Benefit Plans, Fixed Annuities, GICs, and Preferred Stock (in qualified plans)

Traditional pensions — also referred to as defined benefit plans — pay fixed amounts, usually monthly, to retirees based on a formula determined by salary, years of service and age.

Only 40 % complete in the US, but FASB may fix that within a year, which would intensify demand for long bonds as defined benefit plans attempt to match liability cash flows.

While the Factor of Nine was designed to let RRSP retirement savers achieve an equivalent outcome as defined benefit plan members, the current limit «badly damages their hopes of achieving retirement security like that of members of defined - benefit pension plans common in Canada's public sector,» Mr. Robson contends.

A pension plan (also referred to as a defined benefit plan) is a retirement account that is sponsored and funded by your employer.

Not exact matches

When they're being candid, 401 (k) consultants will tell you that employers set up such defined contribution plans for their benefit as much as their employees».

The NIA's study found that people with defined - benefit plans, such as traditional pensions, retire on average 1.3 years earlier than those with defined - contribution plans, such as 401 (k) s.

On April 8, 2016, the Department of Labor (Department) published a final regulation (Fiduciary Rule or Rule) defining who is a «fiduciary» of an employee benefit plan under section 3 (21)(A)(ii) of the Employee Retirement Income Security Act of 1974 (ERISA or the Act) as a result of giving investment advice to a plan or its participants or beneficiaries.

According to GAO's analysis of the 2013 Survey of Consumer Finances, many older households without retirement savings have few other resources, such as a defined benefit (DB) plan or nonretirement savings, to draw on in retirement (see figure below).

• 35 % of retirees have less than $ 1,000 in savings and investments that could be used for retirement, not counting their primary residence or defined benefits plans such as traditional pensions; 53 % have less than $ 25,000.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

In the event Mr. Block's employment terminates due to his death or disability (as defined in his offer letter), he or his estate will be entitled to receive the following payments and benefits (less applicable tax withholdings), in addition to any other compensation and benefits to which he (or his estate) may be entitled under applicable plans, programs and agreements of the Company:

The Cash Balance Plan is a defined benefit plan and the 401 (k) Plan is a defined contribution plan, both intended to qualify under the IRC and comply with the Employee Retirement Income Security Act of 1974, as amended (ERIPlan is a defined benefit plan and the 401 (k) Plan is a defined contribution plan, both intended to qualify under the IRC and comply with the Employee Retirement Income Security Act of 1974, as amended (ERIplan and the 401 (k) Plan is a defined contribution plan, both intended to qualify under the IRC and comply with the Employee Retirement Income Security Act of 1974, as amended (ERIPlan is a defined contribution plan, both intended to qualify under the IRC and comply with the Employee Retirement Income Security Act of 1974, as amended (ERIplan, both intended to qualify under the IRC and comply with the Employee Retirement Income Security Act of 1974, as amended (ERISA).

It serves consultants and institutional investors, such as defined benefit and defined contribution plans, endowments, and financial advisors.

Level Three is composed of workplace savings plans such as defined benefit or defined contribution plans.

As described beginning on page 20 of this proxy statement, the employment agreements generally define the executive's position, specify a minimum base salary, and provide for participation in our annual and long - term incentive plans, as well as other benefitAs described beginning on page 20 of this proxy statement, the employment agreements generally define the executive's position, specify a minimum base salary, and provide for participation in our annual and long - term incentive plans, as well as other benefitas well as other benefitas other benefits.

Using this formula, we compute a monthly benefit payable for the team member's lifetime beginning at «regular retirement age» as defined in the Combined Plans.

Adjusted EBITDA is defined as net income / (loss) from continuing operations before interest expense, other expense / (income), net, provision for / (benefit from) income taxes; in addition to these adjustments, the Company excludes, when they occur, the impacts of depreciation and amortization (excluding integration and restructuring expenses)(including amortization of postretirement benefit plans prior service credits), integration and restructuring expenses, merger costs, unrealized losses / (gains) on commodity hedges, impairment losses, losses / (gains) on the sale of a business, nonmonetary currency devaluation (e.g., remeasurement gains and losses), and equity award compensation expense (excluding integration and restructuring expenses).

There are a limited number of employer - sponsored defined benefit plans (pensions) available as it is, said Henry Ford, principal and senior advisor for LifeSteps Financial, a registered investment advisory firm.

I've already said plenty about the Conservatives threat to encourage «target benefit plans» as a substitute for defined benefit plans.

While employers would be required to pay one half of the cost of the modest premium increase required to finance an enhanced CPP, companies which sponsor defined benefit pension plans would not face additional costs since the great majority of these plans are fully integrated, meaning that they would pay out less as CPP benefits were increased.

And for defined benefit plan sponsors, the pension plan expense is as volatile as ever.

Usually this means either a defined contribution plan [such as a 401 (k) or 403 (b) plan] or a defined benefit plan (a traditional fixed «pension» that a government employee might receive).

An overwhelming majority of ESOP companies have other retirement and / or savings plans, such as defined benefit pension plans or 401 (k) plans, to supplement their ESOP.

Likewise, dividing qualified plans such as 401 (k) s, Defined Benefit plans, or pension plans requires a qualified domestic relations order (QDRO).

The rollback people are using the 2008 recession as an excuse to go after employees and pensioners — the defined benefit plans just aren't affordable any more, they wail.

Net investment income does not include tax - exempt interest from municipal bonds (or funds); withdrawals from a retirement plan such as a traditional IRA, Roth IRA, or 401 (k); and payouts from traditional defined benefit pension plans or annuities that are part of retirement plans.

Case and Deaton speculate that the shift from defined - benefit pension plans in the U.S. to defined - contribution plans (such as the 401 (k)-RRB- may have caused the upward shift in mortality rates.

Astorino will also propose that new lawmakers be required to join a «defined contribution plan,» as opposed to the current «defined benefit plan,» for future pension benefits, a move that will reduce the state's long - term pension costs.

It turns out that this is the natural result of the most common type of teacher pension plan (known as final average salary (FAS) defined benefit plans).

Nationally, 9 out of 10 teachers participate in a «defined benefit» pension plan, which guarantees a set monthly payment as long as a retiree lives.

As I write in a piece for RealClearEducation, «When advocates for traditional defined - benefit pensions say things like, «pension plans would be in better financial shape if states made their required contributions,» that's true, but only half the story.

Women are more likely to spend time out of the workforce than men, and defined - benefit pension plans tend to punish teachers who fail to meet specific targets, such as 30 years of service.

As those who have followed the school battles in Wisconsin and Indiana know well, school employees enjoy generously funded health - care benefits and handsome defined benefit pension plans that are driving many state and local governments to the edge of bankruptcy.

These gaps are likely to continue to widen as states and school districts attempt to pay down large unfunded liabilities in educators» defined benefit (DB) pension plans.

As with teachers, traditional defined benefit plans create strong incentives for administrators nearing normal retirement to continue on the job until their pension wealth peaks, and the turnover rates from the principal survey confirm this trend.

In addition, as Michael Podgursky recently noted in these pages (see «Fringe Benefits,» Check the Facts, Summer 2003), districts often provide generous defined - benefit plans to both current employees and retirees.

The main reason is that women are more likely to spend time out of the workforce than men, and defined - benefit pension plans like the one in Ohio tend to punish teachers who fail to meet specific targets, such as 30 years of service.

My analysis is a simulation of pension benefits based on the parameters of Ohio's defined - benefit pension plan for teachers (as described by Costrell and Podgursky) applied to workforce participation histories in the National Longitudinal Survey of Youth (NLSY).

Defined benefit plans offer very little to early - career workers, jump in value a bit when employees «vest» into the system and qualify for a minimum pension, and then increase steeply as employees near retirement.

First, while public sector teachers are more likely to be enrolled in defined benefit pension plans, that disparity existed in the 1980s as well.

As professionals, teachers should be empowered to choose between a properly funded portable defined contribution plan and a properly funded defined benefit plan for their retirement.

Instead, they often establish a defined - contribution plan (DC), such as a 401 (k) or a 403 (b), which provide a more valuable benefit to the majority of teachers.

This topic is particularly relevant in K - 12 education, where debates are waged over whether teacher pension plans should be maintained as defined benefit (DB) systems or if they should transition to defined contribution (DC) systems which are, by definition, fully - funded.

A new «composite» pension plan may be worth a look as an alternative to traditional defined benefit and defined contribution plans.

A lump - sum direct rollover distribution whereby all accrued benefits, plus interest and investment earnings, are paid from the participant's account directly to an eligible retirement plan as defined in s. 402 (c)(8)(B) of the Internal Revenue Code, on behalf of the participant;

An eligible employee may transfer from the Florida Retirement System to his or her accounts under the State Community College Optional Retirement Program a sum representing the present value of his or her service credit accrued under the defined benefit program of the Florida Retirement System for the period between his or her first eligible transfer date from the defined benefit plan to the optional retirement program and the actual date of such transfer as provided in s. 121.051 (2)(c) 7.

A partial lump - sum payment whereby a portion of the accrued benefit is paid to the participant and the remaining amount is transferred to an eligible retirement plan, as defined in s. 402 (c)(8)(B) of the Internal Revenue Code, on behalf of the participant; or

Nevada only offer a defined benefit pension plans to its teachers as their mandatory pension plan.

Senger's outside work is as an investment consultant, so her support for destroying public worker defined benefit pension plans and replacing them with the «Wall Street Casino» of investment «choice» was a major question — then and now — as the Civic Committee and the Civic Federation pushed the idea that the only solution to the «pension crisis» created by Illinois and Chicago politicians was to destroy the retirement of public workers, either now or in the future.