Sentences with phrase «benefit pension plans in»

DBRS, the Canadian - owned bond rating agency, has seen the numbers following an investigation of 461 defined benefit pension plans in Canada, the U.S., Japan and Europe and is mightily concerned.

«Those who are in defined benefit pension plans in Canada are in a good place relative to just about any other group.

I exploit sharply nonlinear funding rules for defined benefit pension plans in order to identify the dependence of corporate investment on internal financial resources in a large sample.

That's the first thing that struck me when reading the National Public Pension Coalition (NPPC) short report, «Why Pensions Matter: The history of defined benefit pension plans in the United States of America.»

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.

Both of our jobs currently have defined benefit pension plans in place, both of which we are vested in — I don't put a dollar figure on those but figure those will provide 3k to 4k in retirement income when we retire, depending upon when we retire and then when we choose to draw it.

I also have a private defined benefits pension plan in which I contribute 10k per year plus my employer's contribution.

Most teachers in the United States are covered by a public defined - benefit pension plan in which the employer agrees to provide a guaranteed payment at retirement.

Virtually every teacher defined - benefit pension plan in the United States has experienced an increase in unfunded liabilities since the turn of the century, and in many states the increase has been substantial.

1:39 «What percentage of U.S. workers in the private sector had access to a defined benefit pension plan in 2011?»

Not exact matches

Chriss pegs growth in the contingent work force to structural changes in employment over the past decades, including a decline in enrollment in defined - benefit pension plans and growth in the average duration of unemployment.

After a multi-year round of negotiations between the federal and provincial governments, a deal was reached to increase contributions still further, limit benefits, and accumulate a surplus to be invested in what is now the $ 280 billion Canada Pension Plan Investment Board.

Take into account the delay in Old Age Security, and the fact that the Canada and Quebec pension plans will pay more to people who put off receiving their benefits, and later retirement becomes even more attractive.

The news that the Pension Benefit Guaranty Corp. will guarantee assets that savers roll over from 401 (k) accounts to certain pension plans met with a resounding thud in a CNBC Digital readePension Benefit Guaranty Corp. will guarantee assets that savers roll over from 401 (k) accounts to certain pension plans met with a resounding thud in a CNBC Digital readepension plans met with a resounding thud in a CNBC Digital reader poll.

Late last year Toyota announced that beginning Jan. 1 new Canadian hires would be enrolled in a defined - contribution pension plan, not the more generous defined - benefit plan enjoyed by current full - time employees.

Pierlot wrote a paper for the CD Howe Institute in 2011 showing that a person with a salary of $ 75,000 at the end of a 35 - year career would accumulate more than $ 1.4 million in savings through a defined - benefit plan (wherein the pensioner is paid a set income based on past earnings and years of service, mostly confined to the public sector these days) compared to $ 674,711 for someone with no pension but a maxed - out Registered Retirement Savings Pplan (wherein the pensioner is paid a set income based on past earnings and years of service, mostly confined to the public sector these days) compared to $ 674,711 for someone with no pension but a maxed - out Registered Retirement Savings PlanPlan.

Such risks, uncertainties and other factors include, without limitation: (1) the effect of economic conditions in the industries and markets in which United Technologies and Rockwell Collins operate in the U.S. and globally and any changes therein, including financial market conditions, fluctuations in commodity prices, interest rates and foreign currency exchange rates, levels of end market demand in construction and in both the commercial and defense segments of the aerospace industry, levels of air travel, financial condition of commercial airlines, the impact of weather conditions and natural disasters and the financial condition of our customers and suppliers; (2) challenges in the development, production, delivery, support, performance and realization of the anticipated benefits of advanced technologies and new products and services; (3) the scope, nature, impact or timing of acquisition and divestiture or restructuring activity, including the pending acquisition of Rockwell Collins, including among other things integration of acquired businesses into United Technologies» existing businesses and realization of synergies and opportunities for growth and innovation; (4) future timing and levels of indebtedness, including indebtedness expected to be incurred by United Technologies in connection with the pending Rockwell Collins acquisition, and capital spending and research and development spending, including in connection with the pending Rockwell Collins acquisition; (5) future availability of credit and factors that may affect such availability, including credit market conditions and our capital structure; (6) the timing and scope of future repurchases of United Technologies» common stock, which may be suspended at any time due to various factors, including market conditions and the level of other investing activities and uses of cash, including in connection with the proposed acquisition of Rockwell; (7) delays and disruption in delivery of materials and services from suppliers; (8) company and customer - directed cost reduction efforts and restructuring costs and savings and other consequences thereof; (9) new business and investment opportunities; (10) our ability to realize the intended benefits of organizational changes; (11) the anticipated benefits of diversification and balance of operations across product lines, regions and industries; (12) the outcome of legal proceedings, investigations and other contingencies; (13) pension plan assumptions and future contributions; (14) the impact of the negotiation of collective bargaining agreements and labor disputes; (15) the effect of changes in political conditions in the U.S. and other countries in which United Technologies and Rockwell Collins operate, including the effect of changes in U.S. trade policies or the U.K.'s pending withdrawal from the EU, on general market conditions, global trade policies and currency exchange rates in the near term and beyond; (16) the effect of changes in tax (including U.S. tax reform enacted on December 22, 2017, which is commonly referred to as the Tax Cuts and Jobs Act of 2017), environmental, regulatory (including among other things import / export) and other laws and regulations in the U.S. and other countries in which United Technologies and Rockwell Collins operate; (17) the ability of United Technologies and Rockwell Collins to receive the required regulatory approvals (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected benefits of the merger) and to satisfy the other conditions to the closing of the pending acquisition on a timely basis or at all; (18) the occurrence of events that may give rise to a right of one or both of United Technologies or Rockwell Collins to terminate the merger agreement, including in circumstances that might require Rockwell Collins to pay a termination fee of $ 695 million to United Technologies or $ 50 million of expense reimbursement; (19) negative effects of the announcement or the completion of the merger on the market price of United Technologies» and / or Rockwell Collins» common stock and / or on their respective financial performance; (20) risks related to Rockwell Collins and United Technologies being restricted in their operation of their businesses while the merger agreement is in effect; (21) risks relating to the value of the United Technologies» shares to be issued in connection with the pending Rockwell acquisition, significant merger costs and / or unknown liabilities; (22) risks associated with third party contracts containing consent and / or other provisions that may be triggered by the Rockwell merger agreement; (23) risks associated with merger - related litigation or appraisal proceedings; and (24) the ability of United Technologies and Rockwell Collins, or the combined company, to retain and hire key personnel.

With so many U.S. corporations racing to the bottom — moving manufacturing to foreign countries for cheap labor and no environmental responsibility, taking advantage of the H1 - B Visa program to bring cheap workers in, lowering benefits and eliminating pension plans — it's refreshing to learn that some companies are taking the exact opposite approach.

Benefits offered in addition to flexible schedule: According to FlexJobs, St. Jude's also offers its employees health insurance, unlimited career growth opportunities, a pension plan and vacation time.

Corey Rosen, executive director at the National Center for Employee Ownership, in Oakland, Calif., suggests reminding employees that a stock - option grant rarely replaces more traditional benefits such as a pension plan and therefore should be viewed as a bonus — one that in some cases may never be worth a dime.

Financial institutions such as Nomura Securities Co, SBI Securities Co, the Bank of Tokyo - Mitsubishi UFJ, and Sumitomo Mitsui Banking Corp now offer private pension plans and could benefit from a significant expansion in this market.

That's pretty much what the federal government has been doing since 2006, with tweaks such as abolishing mandatory retirement, a graduated rise in the eligibility age for OAS benefits and new tax - sheltered savings vehicles in tax - free savings accounts and pooled registered pension plans.

Among the factors that could cause actual results to differ materially are the following: (1) worldwide economic, political, and capital markets conditions and other factors beyond the Company's control, including natural and other disasters or climate change affecting the operations of the Company or its customers and suppliers; (2) the Company's credit ratings and its cost of capital; (3) competitive conditions and customer preferences; (4) foreign currency exchange rates and fluctuations in those rates; (5) the timing and market acceptance of new product offerings; (6) the availability and cost of purchased components, compounds, raw materials and energy (including oil and natural gas and their derivatives) due to shortages, increased demand or supply interruptions (including those caused by natural and other disasters and other events); (7) the impact of acquisitions, strategic alliances, divestitures, and other unusual events resulting from portfolio management actions and other evolving business strategies, and possible organizational restructuring; (8) generating fewer productivity improvements than estimated; (9) unanticipated problems or delays with the phased implementation of a global enterprise resource planning (ERP) system, or security breaches and other disruptions to the Company's information technology infrastructure; (10) financial market risks that may affect the Company's funding obligations under defined benefit pension and postretirement plans; and (11) legal proceedings, including significant developments that could occur in the legal and regulatory proceedings described in the Company's Annual Report on Form 10 - K for the year ended Dec. 31, 2017, and any subsequent quarterly reports on Form 10 - Q (the «Reports»).

Union workers for Costco in California also have a defined benefit pension plan.

While Torstar has no bank debt, it does have a major financial obligation to its defined benefit pension plan, which is in a solvency deficit position.

We've made some choices about salaries and benefits — offering a full pension plan and medical benefits, for instance — that are in everyone's interests.

The struggling retailer, which has lost more than $ 10 billion in the last six years, also said it may sell off 140 stores in a deal with the Pension Benefit Guaranty Corp to pay $ 407 million into its underfunded pensioPension Benefit Guaranty Corp to pay $ 407 million into its underfunded pensionpension plan.

While only 11 % of employees in Canada's private sector belong to a defined benefit pension plan, 43 of the top 100 CEOs have a define benefit pension plan worth an average of $ 1.39 million a year.

• 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.

Risky Assumptions: A Closer Risk at Bearing Investment Risk in Defined Benefit Pension Plans.

In the 23rd Actuarial Report on the Canada Pension Plan (OCA, 2007), the Office of the Chief Actuary (OCA) certified that, in spite of the substantial increase in CPP benefit payments that would result from the retirement of the baby boom generation, the current legislated contribution rate of 9.9 per cent for employers and employees combined would be more than enough to pay for benefits through 207In the 23rd Actuarial Report on the Canada Pension Plan (OCA, 2007), the Office of the Chief Actuary (OCA) certified that, in spite of the substantial increase in CPP benefit payments that would result from the retirement of the baby boom generation, the current legislated contribution rate of 9.9 per cent for employers and employees combined would be more than enough to pay for benefits through 207in spite of the substantial increase in CPP benefit payments that would result from the retirement of the baby boom generation, the current legislated contribution rate of 9.9 per cent for employers and employees combined would be more than enough to pay for benefits through 207in CPP benefit payments that would result from the retirement of the baby boom generation, the current legislated contribution rate of 9.9 per cent for employers and employees combined would be more than enough to pay for benefits through 2075.

In addition to the Canada Pension Plan Account, there was a Canada Pension Plan Investment Fund that would take the surplus that accumulated over and above administration costs and the amount of money required to pay immediate benefits (i.e. three months» worth) and invest it in provincial and federal securitieIn addition to the Canada Pension Plan Account, there was a Canada Pension Plan Investment Fund that would take the surplus that accumulated over and above administration costs and the amount of money required to pay immediate benefits (i.e. three months» worth) and invest it in provincial and federal securitiein provincial and federal securities.

In short, because they pool longevity risk, can offer a well - diversified portfolio with longer - term investments, and are professionally managed, public pension funds deliver the same level of benefits as DC plans at only 46 percent of the cost.15 Any funds invested with the state pension fund would be kept in a separate investment pool from public sector fundIn short, because they pool longevity risk, can offer a well - diversified portfolio with longer - term investments, and are professionally managed, public pension funds deliver the same level of benefits as DC plans at only 46 percent of the cost.15 Any funds invested with the state pension fund would be kept in a separate investment pool from public sector fundin a separate investment pool from public sector funds.

(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 1978, when the law authorizing the creation of the 401 (k) was passed, employers commonly attracted and retained talent by offering a secure retirement through a pension (a type of a defined benefit plan).

We provide information about the benefits under these plans in the Pension Benefits table and Non-Qualified Deferred Compensation table and related narratives beginning on page 79 of this proxy stbenefits under these plans in the Pension Benefits table and Non-Qualified Deferred Compensation table and related narratives beginning on page 79 of this proxy stBenefits table and Non-Qualified Deferred Compensation table and related narratives beginning on page 79 of this proxy statement.

I thought I was set for retirement with pension plan benefits kicking in after 30 years of service.

Total compensation per employee consists of many different elements, including not only negotiated / imposed wage settlements, bracket creep (employees moving up within their pay range), composition of employment (professional vs clerical), pay equity, pension and other future employee benefit costs driven in part by market conditions, Canada and Quebec Pension Plan contributions (which increase by the annual increase in the industrial wage), among pension and other future employee benefit costs driven in part by market conditions, Canada and Quebec Pension Plan contributions (which increase by the annual increase in the industrial wage), among Pension Plan contributions (which increase by the annual increase in the industrial wage), among others.

My sense is that it is still mainly defined benefit pension plans that are interested in hedge funds and private equity, which are the focus of the Intel case.

Today, the pool of savings necessary to generate a given level of income needs to be higher than in the past, a situation compounded by the decline in defined benefit pension plans.

When the process has run its course, they threaten their work force with bankruptcy that will wipe out its pension benefits if employees do not agree to «downsize» their claims and replace defined - benefit plans with defined - contribution plans (in which all that employees know is how much they pay in each month, not what they will get in the end).

The «All Plan Universe» currently tracks the performance and asset allocation of over $ 650 billion in assets under management across Canadian defined benefit (DB) pension plans, and is a widely - recognized performance benchmark indicator.

• Equity and performance based plans (e.g., annual and long - term incentive plans, stock option, restricted stock, performance share and broad - based equity plans); • Executive plans (e.g., deferred compensation, supplemental retirement, severance and change - in - control plans); • Retirement plans (e.g., 401 (k) plans, traditional defined benefit pension plans and ESOPs); and • Health and welfare plans (including COBRA and HIPAA compliance), and other fringe benefit programs.

DOL is proposing to update the Employee Retirement Income Security Act by instituting a safe harbor describing circumstances in which a payroll deduction savings program, including one with automatic enrollment, would not be considered an employee pension benefit plan under ERISA.

In the six - month period of fiscal 2018, the company incurred gains of $ 14 million in Other expenses / (income)($ 10 million after tax, or $.03 per share) associated with mark - to - market adjustments for defined benefit pension and postretirement planIn the six - month period of fiscal 2018, the company incurred gains of $ 14 million in Other expenses / (income)($ 10 million after tax, or $.03 per share) associated with mark - to - market adjustments for defined benefit pension and postretirement planin Other expenses / (income)($ 10 million after tax, or $.03 per share) associated with mark - to - market adjustments for defined benefit pension and postretirement plans.

For the year ended July 30, 2017, the company incurred gains of $ 178 million in Other expenses / (income)($ 116 million after tax, or $.38 per share) associated with mark - to - market adjustments for defined benefit pension and postretirement plans.

Among the largest unsecured creditors listed in the petition are the Pension Benefit Guaranty Corp., which is the US government's insurer for failed private - sector pension plans, and the Marlin Firearms Company Employees PensioPension Benefit Guaranty Corp., which is the US government's insurer for failed private - sector pension plans, and the Marlin Firearms Company Employees Pensiopension plans, and the Marlin Firearms Company Employees PensionPension Plan.

«The panoply of public policies offering «voluntary» options for saving - such as RRSPs, TFSAs, group RPPs, and the most recent Pool Registration Pension Plans - have demonstrated their inadequacy to address the shortcomings in declining workplace pensions and a Canada Pension Plan with limited benefits,» the study concludes.

In addition to the disability and retirement benefits available to Traditional Pension and Combined plan members, their survivors may qualify for benefits if the member dies before age and service retirement or while receiving a disability benefit.

Published in the Financial Post on April 12, 2012 By Geoffrey Young Two budgets — in Ottawa and Ontario — have announced reforms to rich defined - benefit pension plans enjoyed by government employees...