Sentences with phrase «employee pension plans paying»

For Pension Funds, Higher Fees Don't Mean Higher Returns, Study Finds Public - employee pension plans paying the highest investment fees aren't generating the highest returns, according to a new study by a pair of Maryland think tanks.

Not exact matches

Torstar is investigating a merger of its pension plan assets with a multi-employer plan called CAAT, which would take over the obligation for paying past accrued benefits and future pension benefits of Torstar employees.

In the 23rd Actuarial Report on the Canada Pension Plan (OCA, 2007), the Office of the Chief Actuary (OCA) certified that, in spite of the substantial increase in CPP benefit payments that would result from the retirement of the baby boom generation, the current legislated contribution rate of 9.9 per cent for employers and employees combined would be more than enough to pay for benefits through 2075.

(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 oblemployee 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 oblemployee 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 oblEmployee 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 oblemployee 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 oblemployee 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 oblemployee, 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 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.

When the process has run its course, they threaten their work force with bankruptcy that will wipe out its pension benefits if employees do not agree to «downsize» their claims and replace defined - benefit plans with defined - contribution plans (in which all that employees know is how much they pay in each month, not what they will get in the end).

Only one in five employees in private industry today has a defined benefit pension plan that will pay a fixed amount in retirement.

The CFIB, in other words, represents a number of shops whose employees are paid substandard wages with no in - house pension plans, and who can get away with it because the taxpayer is topping up the low CPP / QPP payouts their employees receive on retirement.

Pension plan reform, employees paying more in health insurance, and raises are all issues that should be on the table, and are.

Cuomo did call for some things that will be unpopular with public employee unions (freezing pay, creating a Tier VI in the pension fund, reducing the size of state government — a move that will undoubtedly necessitate job cuts, but he makes no mention of that I can find in «The New NY Agenda: A Plan for Action»).

They are also angry at plans by the company to close the main final salary pension scheme to future accrual, reducing the total pay package of each affected employee by typically around 20 per cent.

Such moves would be fiercely resisted by trade unions as new employees could be shut out of the NHS pension scheme and the plan would introduce variable pay schemes across the NHS.

Pension plans across the nation are facing shortfalls, with both corporate plans and those for public employees like teachers and firefighters owing more to retirees than the investment funds can possibly pay.

DiNapoli has said the plan, which required future public employees to pay more towards their pensions and receive less in return, won't save state and local governments money in the short run.

The city's savings would be paid for at the tail end of the 25 - year plan, when pension costs are expected to drop as new employees with less costly pensions replace older workers.

The WFP wanted to endorse Cuomo, the Democrat and favorite, in order to rack up the necessary votes in November; Cuomo wouldn't accept the endorsement unless the WFP swallowed his budget - cutting agenda, a plan that could chop the pay and pensions of the unionized public employees who make up the WFP membership.

This means that contributions include both the «normal cost» of pension liabilities accruing to current employees and the legacy costs of amortizing unfunded liabilities accrued previously (due to a variety of reasons, including the original pay - as - you go nature of most plans, as well as unfunded benefit enhancements over the years).

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.

Starting in 2016 Virginia will require social workers, teachers, and other municipal employees to pay 5 percent of their salaries into their pension plans.

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).

We define ECI to be adjusted gross income (AGI) plus: above - the - line adjustments (e.g., IRA deductions, student loan interest, self - employed health insurance deduction, etc.), employer paid health insurance and other nontaxable fringe benefits, employee and employer contributions to tax deferred retirement savings plans, tax - exempt interest, nontaxable Social Security benefits, nontaxable pension and retirement income, accruals within defined benefit pension plans, inside buildup within defined contribution retirement accounts, cash and cash - like (e.g., SNAP) transfer income, employer's share of payroll taxes, and imputed corporate income tax liability.

Pension plans may only be terminated if the plan still maintains enough funds to pay 100 percent of benefits to employees through the purchase of an annuity or lump sum distribution.

PBGC is a federal agency created by the Employee Retirement Income Security Act of 1974 (ERISA) to protect pension benefits in private - sector defined benefit plans - the kind that typically pay a set monthly amount at retirement.

There are no annuity, pension or retirement benefits proposed to be paid to officers, directors or employees in the event of retirement at normal retirement date pursuant to any presently existing plan provided or contributed to by the company or any of its subsidiaries, if any.

Many company pension plans use a «career average», a sad case for the employee who put in a lot of years on the lower paid rungs that will drag down their average.

Jonathan Chevreau, Retired Money columnist for MoneySense, says the strength and predictability of defined benefit pensions (which pay out until death based on your earnings) is disappearing, as corporate plans move to defined contribution pensions (which build wealth based on employee and corporate contributions but do not pay out based on guaranteed formulas).

Unilateral deductions are only permitted as required by law, such as income tax, Canada Pension Plan and Employment Insurance, or as otherwise agreed to by the employee, generally, to pay in whole or in part for such benefits as life insurance or a drug pPlan and Employment Insurance, or as otherwise agreed to by the employee, generally, to pay in whole or in part for such benefits as life insurance or a drug planplan.

In the interim, employers should consider how to deal with potential issues arising from the extended leaves, such as the financial and administrative impact on an employer's policies or agreement to provide top - up pay during the leave, and employer and employee obligations to maintain their share of any payments to pension, medical or other plan beneficial to the employee during the leave.

Employers also pay into the Canada Pension Plan on behalf of their employees.

(a) Whether the Ford Motor Company Limited («Ford») made statements during the period January 2000 to 1 April 2001 in connection with the transfer of the Claimants» employment (or of the employment of the former employee of Ford to whom the Claimant's claim relates) from the Defendant to Visteon UK Limited («Visteon UK»), to the effect that the Claimants» accrued pension benefits would be as secure in the Visteon UK Pension Plan as they would have been if they remained in the Ford Hourly Paid Contributory Pension Scheme and the Ford Salaried Contributory Pension pension benefits would be as secure in the Visteon UK Pension Plan as they would have been if they remained in the Ford Hourly Paid Contributory Pension Scheme and the Ford Salaried Contributory Pension Pension Plan as they would have been if they remained in the Ford Hourly Paid Contributory Pension Scheme and the Ford Salaried Contributory Pension Pension Scheme and the Ford Salaried Contributory Pension Pension Scheme;

Those Terms of Use state: «Job Bank will not post jobs: if the employer expects the employee to remit his / her own tax deductions; if the employer expects the worker to arrange other employment coverage for programs such as income tax, the Canada Pension Plan (CPP), employment insurance (EI), and workers» compensation;» In our experience, this is precisely what is expected of fee - for - service physicians; they are generally paid directly by the provincial health insurer, pay their own staff and remit their own tax (including income tax) deductions.

Premium for Pension (Par) Vs Metlife Traditional Employee compares minimum / maximum MET Pension (Par) and Metlife Traditional Employee Benefits Plan Premium, their premium payment options, regular premium paying modes etc..

Top up for Saral Pension Plan and Secure Return Employee Benefit premiums, is an extra amount of money that you can pay at any time during the policy term.

Premium for Bajaj Allianz Group Employee Care Vs Smart Pension Plan compares minimum / maximum Bajaj Allianz Group Employee Care and Reliance Smart Pension Plan Premium, their premium payment options, regular premium paying modes etc..

Riders for these plans can be purchased by paying additional IndiaFirst Employee Benefit Plan and Max Life Forever Young Pension Plan Premium.

Premium payment options for SBI Life Saral Pension and Kotak Secure Return Employee Benefit Plan also include premium paying modes.

The benefit in a defined benefit pension plan is determined by a formula that can incorporate the employee's pay, years of employment, age at retirement, and other factors.

Premium payment options for HDFC Life Assured Pension and Kotak Secure Return Employee Benefit Plan also include premium paying modes.

Dental insurance is available for employee and eligible dependents, while retirement plans are employer paid pension after five years of continuous service.

Top up for Smart Pension Plan and IndiaFirst Employee Benefit Plan premiums, is an extra amount of money that you can pay at any time during the policy term.

Premium payment options for Reliance Smart Pension Plan and IndiaFirst Employee Benefit Plan also include premium paying modes.

Top up for IndiaFirst Employee Benefit Plan and HDFC Group Pension premiums, is an extra amount of money that you can pay at any time during the policy term.

Premium payment options for IndiaFirst Employee Benefit Plan and HDFC Life Group Pension Plan also include premium paying modes.

Riders for these plans can be purchased by paying additional HDFC Life Pension Super Plus and Edelweiss Tokio Group Employee Benefit Premium.

Premium payment options for HDFC Life Group Variable Employee Benefit Plan and Max Life Forever Young Pension Plan also include premium paying modes.

Riders for these plans can be purchased by paying additional Metlife Traditional Employee Benefits Plan and Edelweiss Tokio Easy Pension Premium.

Riders for these plans can be purchased by paying additional Metlife Traditional Employee Benefits Plan and HDFC Life Guaranteed Pension Plan Premium.

Top up for Reliance Pension Builder and IndiaFirst Employee Benefit Plan premiums, is an extra amount of money that you can pay at any time during the policy term.

Riders for these plans can be purchased by paying additional Metlife Traditional Employee Benefits Plan and Reliance Pension Builder Premium.

Riders for these plans can be purchased by paying additional Reliance Traditional Group Employee Benefit Plan and MET Pension (Par) Premium.