Sentences with phrase «by defined benefit plans»

Not exact matches

Around the same time, a number of defined - benefit plans sponsored by troubled companies, including Nortel Networks, GM Canada and DaimlerChrysler, began to falter in the wake of the 2008 stock - market market meltdown and had to be restructured.

An earlier version of this article referred to defined - benefit pension plans maintained by several companies including Weyerhaeuser Canada.

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.

Twelve of the 30 Best Workplaces, or 40 %, offer a defined - benefit pension — an increasingly rare retirement plan offered by only 18 % of private employers surveyed by the Labor Department.

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»).

«Most medium - sized companies won't have a defined benefit pension plan, like those offered by very large companies or the public sector, so they would want to look at a defined contribution plan,» she explains.

Unlike IRAs and 401 (k) s, which allow business owners to invest up to $ 24,000 annually, specialized defined benefit plans, properly structured, can significantly increase contributions and reduce taxes by 50 percent — in some cases, a double benefit.

Defined benefit plans typically are financed entirely by the employer, with the benefit based on a formula involving salary and length of employment.

· The cessation of accruals under the Qualified Plan and the continued IBM contributions under the tax - qualified defined contribution plan, the IBM 401 (k) Plus Plan, reflects IBM's desire to provide appropriate benefits for its employees, consistent with the changing needs of IBM's workforce and the changing nature of retirement benefits provided by IBM's current competitPlan and the continued IBM contributions under the tax - qualified defined contribution plan, the IBM 401 (k) Plus Plan, reflects IBM's desire to provide appropriate benefits for its employees, consistent with the changing needs of IBM's workforce and the changing nature of retirement benefits provided by IBM's current competitplan, the IBM 401 (k) Plus Plan, reflects IBM's desire to provide appropriate benefits for its employees, consistent with the changing needs of IBM's workforce and the changing nature of retirement benefits provided by IBM's current competitPlan, reflects IBM's desire to provide appropriate benefits for its employees, consistent with the changing needs of IBM's workforce and the changing nature of retirement benefits provided by IBM's current competition.

(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).

Saunders, the president of the Vancouver and District Labour Council, says that Canadian workers and their pensions are more exposed to risk during market trouble because of the successful campaign over the past decades to move from defined benefit pensions, which guarantee a certain monthly amount when you retire, to defined contribution plans, promoted by market enthusiasts.

In 2017, UPS announced it would freeze benefits to 70,000 non-union active employees in the management defined benefit plan by 2023.

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.

The problem is that the state - mandated pension plans for school - district employees are defined benefit plans, which means the amount of future benefits is guaranteed and has to be funded by the taxpayers and / or investment income.

A narrow majority of defined - contribution - plan advisers and consultants say managed accounts provide less benefit to participants than target - date funds, according to a survey by Pacific Investment Management Co..

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.By Geoffrey Young Two budgets — in Ottawa and Ontario — have announced reforms to rich defined - benefit pension plans enjoyed by government employees.by government employees...

A traditional defined benefit plan is a plan in which the benefit on retirement is determined by a set formula, rather than depending on investment returns.

While are encouraged by Governor Paterson's proposal for a new Tier V, we believe the state needs to go further in reigning in benefit costs, and rethink the continuation of defined benefit plans for new employees.

Among his recommendations, Astorino favors switching elected officials from the defined - benefit pension plan to a defined - contribution plan; replacing the per diem system for lawmaker expenses to one requiring stricter bookkeeping; and scrapping the state Joint Commission on Public Ethics in favor of a new independent ethics watchdog appointed by the judiciary.

«the compensation system for federal judges in the United States creates a very powerful economic incentive to retire at a reasonable retirement age by virtue of how the defined benefit pension plan works, that most judges assent to not long after reaching that age.»

But, the compensation system for federal judges in the United States creates a very powerful economic incentive to retire at a reasonable retirement age by virtue of how the defined benefit pension plan works, that most judges assent to not long after reaching that age.

In an election year defined by angry populism, Clinton made an optimistic economic pitch in Detroit on Friday, presenting a wide - ranging plan for job growth that would provide incentives for corporations that invest in employees and strip tax benefits from companies that move jobs overseas.

Mayor Bloomberg says he's not going to «complicate» Cuomo's efforts by insisting on the 401 k option for the pension reform plan, but he says defined benefit plans have become largely unaffordable.

A report issued by the American Federation of Teachers today purports that Paul Tudor Jones, Peter Kiernan, Ken Langone, Daniel Loeb and Dan Senor support the replacement of defined benefit plans because of their association with StudentsFirstNY.

But unlike Chingos and West, they found t teachers who chose the hybrid plan out - performed teachers who chose the defined benefit only by about 2 to 3 percent of a standard deviation, an effect that would be similar in magnitude to the difference between a beginning teacher and a teacher with one to two years of experience.

The first was a traditional defined benefit pension plan awarded by formula, and the second was a «money match» pension plan that gave teachers an amazing investment promise.

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).

The NPPC is an advocacy group funded by pension plans, so it makes sense that they can not fathom any reasons why traditional defined benefit pension plans might not be great for all workers.

On one side, some reformers have favored scrapping traditional teacher pension plans (defined benefit, or DB, of the «final average salary» type) in favor of the IRA - type plans received by most private - sector professionals (defined contribution, DC).

By offering upfront cash payments, states may be able to induce some teachers to switch from the current defined benefit plan, with large and unpredictable debt costs, to more predictable defined contribution plans.

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.

The first is around some of the overblown rhetoric going around right now (epitomized by this David Brooks column that was Klein's inspiration in the first place) suggesting that public - sector defined benefit pension plans are causing massive holes in state budgets.

This paper studies the pension preferences of Washington State public school teachers by examining two periods of time during which teachers were able to choose between enrolling in a traditional defined benefit plan and a hybrid plan with defined benefit and defined contribution components.

by Josh McGee and Marcus Winters examines an alternative defined benefit plan.

A new Manhattan Institute report by Josh McGee and Marcus Winters examines an alternative defined benefit 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.

This second Manhattan Institute report by Josh McGee and Marcus Winters examines an alternative defined benefit plan.

The current «hybrid» plan is dominated by its defined benefit component, and it has no way to keep costs in check over time if its assumptions prove inaccurate; and

In your case, Maria, since you haven't begun your defined benefit pension yet, you may qualify for the credit by drawing from your Registered Retirement Savings Plan (RRSP) account.

Few Canadians outside the public sector enjoy good defined benefit pensions anymore, but many will by then have significant amounts in more modest employer - sponsored plans, or RRSPs and TFSAs.

Yes, I know a few boomer couples who are fully retired, generally aided by long service in Defined Benefit plans.

It is a defined benefits plan with optional contributions made by the employee.

Surely by now everyone's heard of defined benefit (DB) plans — the Cadillac of all workplace pensions — which are professionally managed and dole out guaranteed retirement income.

The latest «solution» coming out of Ottawa, floated Thursday, is a new hybrid «target - benefit» pension scheme that would be a sort of middle ground between traditional defined - benefit pensions and the more market - oriented defined - contribution plans favored by modern employers.

Defined - benefit plans saw their best performance in 1.5 years during the first quarter, according to a report by RBC Dexia.

The chart below shows how private employer pensions and other defined benefit plans have been displaced by defined contribution plans (things like IRAs, 401 (k) plans and others):

The pension funding provision doesn't affect 401k plans or similar defined contribution plans, where your benefit is determined by your account balance.

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.

You can help support your plan members in retirement by contributing to a Defined Benefit Registered Pension Plan (DB RPP) on their behplan members in retirement by contributing to a Defined Benefit Registered Pension Plan (DB RPP) on their behPlan (DB RPP) on their behalf.