Sentences with phrase «current defined benefit plan»

The structural model is used to simulate the effect of alternatives to the current defined benefit plan.

Even the current defined benefit plan isn't meeting that goal.

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.

Not exact matches

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.

· 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.

Defined contribution plans just don't deliver the goods for workers the way defined benefit plans do, and the current crisis illustrates that.Defined contribution plans just don't deliver the goods for workers the way defined benefit plans do, and the current crisis illustrates that.defined benefit plans do, and the current crisis illustrates that.»

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.

The party's new policy expresses great concern that the current methods used to evaluate defined benefit (ie final salary and career average) pensions have been unable to cope with these unprecedented market conditions, and this, coupled with over-regulation on the part of the Pensions Regulator, had produced wildly volatile deficits which no - one could predict — wholly unsatisfactory for schemes that have to plan over half a century.

Wishing away the funding problems won't change the fact that current defined benefit pension plans are simply not delivering sufficient retirement benefits to the majority of the teaching workforce.

It shows how benefits accumulate for newly hired, 25 - year - old females under the current pension system (blue line), a defined contribution plan (red line), a defined contribution plan with no employer contributions (dotted blue line), and a cash balance plan (dotted green line).

Unlike Social Security, where current workers pay for current retirees, defined benefit pension plans are supposed to be pre-funded.

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.

It will add new funding streams to the state's woefully under - funded pension plans, limit pension «spiking» whereby employees cash out vacation and sick leave to artificially inflate their benefits, raise the retirement age for current workers, limit annual cost - of - living adjustments, and allow a limited number of employees to choose a defined contribution plan over the traditional defined benefit.

The schools recognize that current teachers are increasingly mobile and offer teachers portable benefits: 401 (k) or 403 (b) defined contribution plans.

ALL Public Sector Defined Benefit pension Plans should be hard frozen (ZERO future growth) for the future service of CURRENT workers, and replaced for Future service with a 401K - style Defined Contribution Plan with an employer (meaning Taxpayer) «match» comparable to what Private Sector workers typically get from their employers....

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

Foot said the current crop of retirees is more likely to have a stable, defined - benefit pension plan, unlike future generations forced to make do with a defined - contribution plan — if any.

I don't know that I'll stay at my current, defined benefit plan pensioned job for long enough to make a substantial enough income in retirement, so I invest in both.

Meanwhile, Ontario has proposed new rules that would see defined - benefit pension plans it regulates not require topping up as long as they are 85 per cent funded, down from the current 100 per cent.

The first would allow current participants in defined benefit plans (for the small percentage of consumers that still have DB plans) to take their retirement savings in the form of an annuity plus a lump sum.

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.

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.

In the current editorial of MoneySense (April issue), I talk about our theory that one reason the magazine launched when it did — 15 years ago — was that this was around the time the trend of the decline of traditional «Defined Benefit» employer - sponsored pension plans had gotten well under way.

March 21, 1983 — Statement by Dallas L. Salisbury on The Current Health and Future Prospects for Defined Benefit Pension Plans Before the Senate Committee on Labor and Human Resources Subcommittee on Labor (T - 10)

It is always suggested to go for a cover which is 9 - 10 times your current salary according to which your life insurance premium is being defined, hence go through the relevant views and news in this section to calculate the apt cover and benefits you need to plan out for your family.