Sentences with phrase «contribution pension plans by»

Key factors contributing to this issue include the tenuous state of the Social Security system, greater use of defined - contribution pension plans by employers, longer lifespans, and the rise of depression and other mental health issues in older Americans.

Not exact matches

The focus now was on expanding the Canada Pension Plan, either by increasing contributions and benefits, or raising annual contribution limits, or both.

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.

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.

About $ 30 billion of the increase was due to investments and $ 5.7 billion came from excess contributions paid to the pension plan by working Canadians and their employers outside of Quebec.

Over the last several decades, however, pensions have rapidly been replaced by defined contribution plans like 401 (k) s, and those that remain are less generous.

«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.

The other provinces would have access to Canada Pension Plan surpluses, in proportion to the contributions made by their residents, through the sale of provincial bonds and provincially guaranteed securities on 20 year terms at the long - term federal bond rate.

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.

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.

And, over time, the employer's role in funding the plans would shrink: in 1989, employers contributed roughly 70 percent of the money that went into retirement plans; by 2002, employees» cash contributions outstripped company payments into retirement plans of all kinds — including traditional pensions.

I have been maxing out my 401k contributions for the past few years and I also defer 10 % of my gross income into a pension plan set up by my employer.

While contributions (like contributions to traditional employer pension plans) are compulsory, they are matched by employers and provide a decent implicit rate of return.

Moreover, during its recent analyst meeting, management disclosed that it would have to borrow money to fund a $ 6 billion contribution to its pension plans next year, as well as cut its 2018 capex by 26 %.

The Internal Revenue Service allows individuals who are age 50 or older by the end of the calendar year to make extra pre-tax contributions to their work - sponsored retirement plan account (s), including their 401 (k), 403 (b), Salary Reduction Simplified Employee Pension Plan, or governmental 457 plan account (s), including their 401 (k), 403 (b), Salary Reduction Simplified Employee Pension Plan, or governmental 457 Plan, or governmental 457 (b).

The party plans to make up the money by restricting tax relief on pension contributions to the basic rate, taxing capital gains at marginal income tax rates, allowing for indexation and retirement relief, tackling stamp duty land tax avoidance and corporation tax avoidance and by subjecting benefits in kind to national insurance contributions as well as income tax and applying national insurance to multiple jobs.

The # 110bn cost of the plan would be paid for by the abolition of pension credits and of tax relief on pension contributions.

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 top 1 % of earners grab the lion's share of the # 37bn set aside by the Treasury for tax relief on pension contributions to enhance their already generous retirement plans, the union body said ahead of its conference next week in Liverpool.

«Stevenson argues that identifying his pension plan contributions as a substitute asset and permitting seizure by the Government was [in] error as those contributions are protected by... the New York State Constitution,» said the three - judge panel.

That this House declines to give a Second Reading to the Welfare Benefits Up - rating Bill because it fails to address the reasons why the cost of benefits is exceeding the Government's plans; notes that the Resolution Foundation has calculated that 68 per cent of households affected by these measures are in work and that figures from the Institute for Fiscal Studies show that all the measures announced in the Autumn Statement, including those in the Bill, will mean a single - earner family with children on average will be # 534 worse off by 2015; further notes that the Bill does not include anything to remedy the deficiencies in the Government's work programme or the slipped timetable for universal credit; believes that a comprehensive plan to reduce the benefits bill must include measures to create economic growth and help the 129,400 adults over the age of 25 out of work for 24 months or more, but that the Bill does not do so; further believes that the Bill should introduce a compulsory jobs guarantee, which would give long - term unemployed adults a job they would have to take up or lose benefits, funded by limiting tax relief on pension contributions for people earning over # 150,000 to 20 per cent; and further believes that the proposals in the Bill are unfair when the additional rate of income tax is being reduced, which will result in those earning over a million pounds per year receiving an average tax cut of over # 100,000 a year.

«Stevenson argues that identifying his pension plan contributions as a substitute asset and permitting seizure by the Government was error as those contributions are protected by... the New York State Constitution,» said the three - judge panel.

And it can encourage people to plan for their pensions by making pension contributions automatic for everyone who does not explicitly opt out of the system.

The latest example comes from a report from William B. Fornia and Nari Rhee published by the National Institute on Retirement Security (NIRS), in which the authors attempt to estimate whether pensions or 401 (k)- style defined contribution plans are a «better bang for the buck.»

Charter schools need to make contributions to pension plans chosen and managed by their employees, or to defined - contribution plans.

There's no magic sauce of pension plans, but the NPPC report tries to bury that fact by using wildly different contribution rates, and then assuming a much lower rate of return in defined contribution plans, despite recent data suggesting essentially no difference across different types of plans.

Under DC plans, the pension benefits are always fully funded, since the benefit is generated directly by the contributions.

While the plan called for a cut of 5.5 percent to education, dropping per - pupil funding by $ 550, funding limits could be offset at the district level by increased employee contributions to health care and pension programs, and by giving local school districts other tools such as wage freezes and adjustments in salary schedules.

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).

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.

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.

They do so by prioritizing defined contribution plans and limiting the future scope of the pension system, while fulfilling commitments to current teachers and retirees.

A study conducted by the Urban Institute found that in half of all plans covering public school teachers, teachers must wait at least 24 years before their pension is finally worth more than their own contributions.

On April 6, the minimum contribution rate for workers automatically enrolled in qualified workplace pension plans under the auto - enrollment (AE) program increased from 2 percent (split equally among employers and employees) to 5 percent of covered earnings (2 percent is paid by employers and 3 percent by employees).

Certainly, many baby boomers felt TFSAs were too little and too late for their purposes, although they would look with a certain amount of envy at millennials and young investors with a 40 - year investing time horizon ahead of them — indeed, many financial gurus have calculated that merely by maxing out TFSA contributions over such a time frame, that alone would be sufficient to ensure a comfortable retirement: no RRSP or employer pension plan contributions necessary!

Instead of pension plans, some workplaces may offer group RRSP or Tax - Free Savings Account (TFSA) programs, in which employers match contributions made by employees up to a set limit.

If you are covered by a retirement plan at work (e.g., a 401k or pension) and your income exceeds certain limits, you can't take a deduction for a traditional IRA contribution, so a Roth IRA is the obvious choice.

Simplified Employee Pension (SEP) plan or SEP - IRA: Essentially an IRA with more liberal contribution limits, established and financed by an employer for all its eligible employees.

CPPIB took in $ 2.3 billion in net income after all costs, less $ 600 million in net pension plan outflows to the Canada Pension Plan — a national program funded by contributions from employers and emppension plan outflows to the Canada Pension Plan — a national program funded by contributions from employers and employplan outflows to the Canada Pension Plan — a national program funded by contributions from employers and empPension Plan — a national program funded by contributions from employers and employPlan — a national program funded by contributions from employers and employees.

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.

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):

Not having a pension plan means that I can create significant amounts of RRSP contribution room each year, without the contribution room being reduced by a pension adjustment.

The PRPP (pooled registered pension plan) is a more recent workplace pension program that behaves more like a defined - contribution plan, but is by no means universal and places investment risk on the shoulders of plan participants.

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

Conniff testified that she is required to make the contribution to her pension as required by the Plan.

However, for service contributions made after March 22, 2011, the cost of the past service must first be satisfied by transfers from RRSP assets (as well as money purchase registered pension plan assets) belonging to the IPP member or a reduction in the member's unused RRSP contribution room before new past service contributions are permitted.

The negative effect on Ontario's GDP in the near term is partially offset by the fact that individuals are expected to reduce their RRSP contributions when they start paying into Ontario's pension plan.

Right now, she's investing $ 2,500 a year in her company's defined contribution pension plan, where her money is matched dollar for dollar by her employer.

• Differences with the private sector: Higher - education faculty members tend to be older, more educated, and have higher incomes than the working population as a whole, and the structural pension plan design differences in the higher - education sector also make a significant contribution to the better retirement outcomes expected by faculty.

And like a regular pension plan, IPP contributions are determined by actuarial calculations to provide sufficient income at retirement.