Sentences with phrase «contribution plans require»

Not exact matches

Employers, ever wary about costs, are not required to make contributions to the plan, and the fact that investments are pooled should, in theory, result in low management fees for participants.

But private employers are not required to provide retirement benefits or contribution plans, according to Ottinger.

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.

The advantages of a QLAC are that they provide a stream of lifetime income if an investor reaches old age and contributions to a QLAC can decrease required minimum distributions from an IRA or retirement plan that occur once an investor turns age 70 1/2.

The employee would be free to opt out, adjust the contribution level or choose another plan, and the employer would not be required to contribute.

However, in order to accommodate the certainty of employer contributions required by these plans, regulatory law in all Canadian jurisdictions allows trustees to reduce accrued benefits in order to balance the plans» assets and liabilities.

SIMPLE 401k plans don't have annual testing, require annual notices to employees, must have fully - vested employer contributions and are only available to employers with 100 or fewer employees.

A participant is required to be employed on the last day of the Deferred Compensation Matching Plan year to receive a matching contribution for that year.

(Employers that sponsor 401 (k) plans are not required to offer catch - up contributions, but a majority of them do.)

But be aware that a SIMPLE IRA can require the employer to make contributions to the plan even if the business has no profits.

A similar test, an actual contribution percentage (ACP) test is required for plans that provide an employer match.

It would require a 40 % increase in contributions by plan participants which they simply can not afford.

Each plan year, ERISA requires every 401 (k) plan to complete certain tests to confirm they do not discriminate in favor of Highly Compensated Employees (HCEs) or exceed IRS contribution limits.

At Fidelity, we believe that you should consider contributing the full amount of 401 (k) elective deferral contributions required to receive the maximum employer match offered in your workplace retirement plan as your first priority, rather than leaving that money on the table.

With this kind of plan in place, a small business owner doesn't run the risk of failing a non-discrimination test (safe harbor plans don't require discrimination testing) and triggering a refund of contributions, which then are taxed as part of personal income.

Though some of the reduction can be attributed to the impact of having two major market downturns during this period, we also have seen that some plan sponsors have not been willing or able to contribute the actuarially determined required contributions that could help to bridge the funding gap.

The May 1, 2011 - April 30, 2015 agreements with police dispatchers, telecommunications operators, and public works and building maintenance employees and upper police management: • * increase required employee contributions to participate in conventional preferred provider organization health plans, • * provide financial incentives to employees to switch to consumer - directed plans or managed - care plans, • * provide village funding of 40 percent of the deductible for high deductible health plans with health savings accounts and • * require employee participation in annual wellness and health risk assessment screenings in order to qualify for best 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.

Defined Contribution Plan for Newly Elected — Require all newly elected officials to join SUNY's Defined Contribution Plan instead of the existing pension system.

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.

And Cuomo already has his own plan for a strict set of donor disclosure rules that would require reporting contributions above $ 500 within 48 hours.

Projections of required contributions will vary by employer depending on factors such as retirement plans, salaries and the distribution of their employees among the six retirement tiers.

Cuomo's enacted budget as well as his first quarterly financial plan update for fiscal 2015 assumed the state would make one more deferral of nearly $ 743 million this year and then resume making its full required contributions, as well as scheduled payments on past deferrals, starting in fiscal 2016.

Typically, a DB teacher pension plan requires that both teachers and employers make a contribution each year to a pension trust fund.

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.

If state and local pensions were paying mind to interest rates — as they should, and as corporate and overseas public employee plans are required to do — contributions would have risen significantly as the yield on 20 - year U.S. Treasuries dropped 3.7 percentage points between 2000 and 2016.

The middle row illustrates how long the teacher would be required to stay until her pension would finally be worth more than a cash balance plan (Rhee and Fornia calculate slightly shorter break - even points for their defined contribution plans).

To count total retirement spending, I included all state and local contributions, because some states require cities or school districts to make the majority of retirement plan contributions, while others handle it all at the state level.

In particular, a 2014 recovery plan for the teacher retirement system requires a steady increase in district contributions over seven years, which is causing belt tightening in many districts.

According to the Denver - based National Conference of State Legislatures, 48 states revised public - employee plans between 2009 and 2012, often by raising contributions or the required age or service commitments, or by reducing benefits.

Nevada does not report projections for future contributions required to fully amortize the system's total unfunded liabilities, information that would allow policymakers and employers to better plan their budgets in the short and longer terms.

Please note that Chicago Public Schools is the only school district in the state that is required to make contributions to the pension plan.

Last week the New York State Teachers» Retirement System (NYSTRS), which provides a defined benefit pension plan to public school teachers and administrators outside of New York City, announced it was raising the required employer contribution rate * from 16.25 to 17.53 percent of payroll.

Maryland does not report projections for future contributions required to fully amortize the system's total unfunded liabilities, information that would allow policymakers and employers to better plan their budgets in the short and longer terms.

An analysis of the average pension income requires understanding the difference between a defined benefit pension plan and a defined contribution plan.

Keep track of any contributions made, since 529 plans are only required to issue tax Form 1099 for distributions, not contributions.

Some also allow measurement of individual participant retirement readiness, requiring advisors to work one - on - one with participants to evaluate their retirement income needs, projected retirement income based on current resources and contribution rate, and any increase in plan contributions necessary to address any shortfall.

The Conservatives warn the Ontario plan will amount to a job - killing payroll tax because it will require contributions from employers and workers in any company that does not have a workplace pension.

DC plans define the annual contributions required by the employer (and in many cases by the employee).

Your employer is not required to make contributions to the plan but they may offer to match a percentage of your contributions as a part of your benefits package, for example, if you contribute 3 % your employer may also contribute 3 %.

SIMPLE 401k plans don't have annual testing, require annual notices to employees, must have fully - vested employer contributions and are only available to employers with 100 or fewer employees.

Most plans require that you request this feature, but once elected, auto escalation can increase your contribution each year until you hit a plan - defined maximum.

And in some cases, faster vesting is required by law (for example, employer contributions to a SEP, SIMPLE IRA, or SIMPLE 401 (k) plan must be immediately vested).

Employers will sometimes contribute to the plan as well, although employer contributions are generally not required and (if made) must vest before an employee is entitled to them.

In some cases employers may be required as part of the correction process to make plan contributions for employees who were improperly excluded.

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

She adds that most companies do not require an employee to choose between contributory and non-contributory plan, but rather allow participation in both which is ideal to maximize employer contributions.

While most of us scramble to make last - minute RRSP contributions or start wondering how to reduce taxes in retirement the year we retire, the wealthy tend to realize that building wealth and reducing taxes requires a plan that allows you to see decades into the future.

Although rare, some 401K plans will require that your contributions are stopped for the year once your salary reaches $ 270,000 for the year.

As a member of a defined benefit plan, you're entitled to deduct 100 % of all required contributions for current or post-1989 past service.