Sentences with phrase «defined by the plan»

There are also restrictions on how and when employees can withdraw these assets, and penalties may apply if the amount is withdrawn while an employee is under the retirement age as defined by the plan.

For a defined - benefit plan, benefits will be paid upon retirement based on factors such as year of service to the company, as defined by the plan.

It's compensation as defined by the plan.

[46] Gross Compensation is defined by the Plan to be the total of sums paid or payable upon Settlement or contingent upon Settlement.

Not exact matches

In May, Musk said Tesla would more clearly define its plans for China production by the end of this year; a spokesman declined to give further details.

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.

Polman's defining initiative has been the 10 - year Unilever Sustainable Living Plan, which has included significant changes such as having 100 % of agricultural raw materials be sustainable by 2020, developing a framefork for fair pay, and investing heavily in hygiene promotion in developing markets like India.

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.

Apotheker launched an aggressive plan to turn HP, for much of its history a company defined by hardware products, into a company focused on selling software to large corporations.

Then, select your plan and define it step by step.

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»).

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.

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 RSP is a tax - qualified defined contribution 401 (k) plan that allows participants to contribute up to the limit prescribed by the Internal Revenue Service on a pre-tax basis.

Before you make any big changes, you should define exactly what you're planning and why by making a growth plan.

· 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.

«Total CEO realized compensation» for a given year is defined as (i) Mr. Musk's salary, cash bonuses, non-equity incentive plan compensation and all other compensation as reported in «Executive Compensation — Summary Compensation Table» below, plus (ii) with respect to any stock option exercised by Mr. Musk in such year in connection with which shares of stock were also sold other than to satisfy the resulting tax liability, if any, the difference between the market price of Tesla common stock at the time of exercise on the exercise date and the exercise price of the option, plus (iii) with respect to any restricted stock unit vested by Mr. Musk in such year in connection with which shares of stock were also sold other than automatic sales to satisfy the Company's withholding obligations related to the vesting of such restricted stock unit, if any, the market price of Tesla common stock at the time of vesting, plus (iv) any cash actually received by Mr. Musk in respect of any shares sold to cover tax liabilities as described in (ii) and (iii) above, following the payment of such amounts.

As defined by the IRS, a Simplified Employee Pension (SEP) plan provides business owners with a method to contribute toward their employees» retirement as well as their own retirement savings.

This week, the DOL delayed the effective date of its Fiduciary Rule — which would define all retirement plan financial advisors as ERISA fiduciaries, effectively banning conflicted 401 (k) investment advice that puts advisor profit ahead of client interests — by 60 days from April 10, 2017 to June 9, 2017.

Called FidelityConnect, it provides advisors with a complete book - of - business snapshot of all their defined contribution plans administered by Fidelity, and improves on plan - level analytics, the firm said in its announcement.

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).

All options and restricted shares awarded under our equity plans are also subject to a double - trigger accelerated vesting condition under the terms of our equity award letters, which provides for an acceleration of the vesting schedule if the associate is terminated without cause or resigns for good reason (as defined by the applicable equity plan) within the one - year period following a change in control (as defined by the applicable equity 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.

There appears to have been an assumption that this disclosure is required, because these funds constitute «Designated Investment Alternatives,» a term defined by the applicable disclosure regulations as «an investment alternative designated by the plan into which participants and beneficiaries may direct the investment of assets held in, or contributed to, their individual accounts.»

This is expressed most directly in paragraph 156 of the complaint which argues that a «two percent annual flat fee on assets under management [as charged by an actively managed hedge fund seeking superior returns]... is not justified in the defined contribution plan context.»

When you figure this limit, you must add your contributions to all defined contribution plans maintained by you.

Instead, create a predictable income stream out of your own savings by following the IRS» RMD standards for 401 (k) plans, traditional IRAs and certain other defined - contribution plans.

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.

-- The majority of 401 consultants support additional services in defined contribution retirement plans as participants rely more heavily on such funds when they retire, according to according to the 12th annual PIMCO Defined Contribution Consulting Support and Trends Survey published by PIMCO, one of the world» s premier fixed income investment mandefined contribution retirement plans as participants rely more heavily on such funds when they retire, according to according to the 12th annual PIMCO Defined Contribution Consulting Support and Trends Survey published by PIMCO, one of the world» s premier fixed income investment manDefined Contribution Consulting Support and Trends Survey published by PIMCO, one of the world» s premier fixed income investment managers..

Under the 2017 Plan, a change in control is defined to include (1) the acquisition by any person or company of more than 50 % of the combined voting power of our then outstanding stock, (2) a merger, consolidation, or similar transaction in which our stockholders immediately before the transaction do not own, directly or indirectly, more than 50 % of the combined voting power of the surviving entity (or the parent of the surviving entity), (3) a sale, lease, exclusive license, or other disposition of all or substantially all of our assets other than to an entity more than 50 % of the combined voting power of which is owned by our stockholders, and (4) an unapproved change in the majority of the board of directors.

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..

Like defined contribution retirement plans, contributions to HSAs and any earnings are generally deductible (or excluded from income if made by an employer).

By being included in ERISA, company contributions of cash or stock to an ESOP defined contribution plan became deductible similarly to company contributions to other retirement plans.

We maintain a defined contribution 401 (k) plan covering all eligible employees, who may contribute up to 100 % of their compensation, subject to limitations established by the Internal Revenue Code.

We have a defined contribution 401 (k) plan covering all teammates, which is a tax - qualified defined contribution plan that allows tax - deferred savings by eligible employees to provide funds for their retirement.

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...

Siemens AG, the German industrial giant, said Sunday that it will have cut a total of about 15,000 jobs world - wide by the end of the next business year, defining for the first time the scope of the reductions it plans under a two - year restructuring program aimed at boosting profits.

Participants argued that they are already supporting employees with private, defined contribution plans that are more efficient — a fact they claim is being ignored by the government.

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.

It makes fiscal sense if you want to plan for the long - term, but in the Alberta context, it symbolizes an awkward culture shift for a political party that defined itself by this rally cry.

Defined contribution retirement plans, such as 401 (k) and 403 (b) plans, are retirement savings vehicles funded by employee contributions and, oftentimes, matching employer contributions.

RMDs from 401 (k), profit - sharing, 403 (b) and other defined contribution plans generally must be taken by April 1 following the LATER OF the calendar year in which the account owner reaches age 70 1/2 OR retires.

What you're saving might amount to little more than lunch money, according to a new survey of large plans by the Defined Contribution Institutional Investment Association, which represents plan professionals.