Sentences with phrase «pension plans pay»

Most pension plans pay benefits in the form of an annuity.

Remember that in many cases, you can deduct private health - care premiums as a business expense instead of a medical expense, and one - half of Canada Pension Plan paid in respect of self - employed earnings is deductible instead of creditable.

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.

On Mrs Staveley's death, the administrator of the personal pension plan paid death benefits to her two sons in accordance with Mrs Staveley's letter of wishes.

The Canada Pension Plan pays survivor's benefits to only one spouse; the Old Age Security spousal allowance can only be paid to one partner.

Not only a pension plan pays you regular income when you're alive, it also ensures that your nominee receives death benefits in case you pass away.

If we assume that we are waiting for 9 years to take pre-mature withdrawal, HDFC Pension plan pays 27 % (9 years x 3 %), Aviva next innings pension plans would provide zero percent returns.

This pension plan pays a regu... Read more

This pension plan pays a regular income after the retirement for the rest of your life, so you can maintain the same lifestyle without compromise.

Not exact matches

In April a 40 % stake in its parent, Glencore Agriculture Products, was quietly repatriated by the Canada Pension Plan Investment Board for US$ 2.5 billion as Glencore shed assets to pay down debt.

Take into account the delay in Old Age Security, and the fact that the Canada and Quebec pension plans will pay more to people who put off receiving their benefits, and later retirement becomes even more attractive.

The CPPIB, one of the world's largest pension funds, invests money not needed by the Canada Pension Plan to pay benefits for some 18 million current and retired contripension funds, invests money not needed by the Canada Pension Plan to pay benefits for some 18 million current and retired contriPension Plan to pay benefits for some 18 million current and retired contributors.

Fees paid to outside advisers and fund managers have dragged down many pension plans» performance — which is one reason Teachers cuts outsiders out of its process.

Pierlot wrote a paper for the CD Howe Institute in 2011 showing that a person with a salary of $ 75,000 at the end of a 35 - year career would accumulate more than $ 1.4 million in savings through a defined - benefit plan (wherein the pensioner is paid a set income based on past earnings and years of service, mostly confined to the public sector these days) compared to $ 674,711 for someone with no pension but a maxed - out Registered Retirement Savings Pplan (wherein the pensioner is paid a set income based on past earnings and years of service, mostly confined to the public sector these days) compared to $ 674,711 for someone with no pension but a maxed - out Registered Retirement Savings PlanPlan.

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 CPPIB, one of Canada's biggest pension funds, invests money not currently needed by the Canada Pension Plan to pay bepension funds, invests money not currently needed by the Canada Pension Plan to pay bePension Plan to pay benefits.

The answer, suggest institutional investors like Mark Wiseman, CEO of the Canadian Pension Plan Investment Board, is to align pay to longer industry and product cycles, and to use restricted stock units (rather than stock options) that vest over time — even after the CEO retires — pushing executives to think seriously about what happens after they're gone.

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.

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.

The struggling retailer, which has lost more than $ 10 billion in the last six years, also said it may sell off 140 stores in a deal with the Pension Benefit Guaranty Corp to pay $ 407 million into its underfunded pensioPension Benefit Guaranty Corp to pay $ 407 million into its underfunded pensionpension plan.

But the real power of the CPPIB isn't in the boardroom; it's over the millions of Canadians who pay into the pension plan.

Our Government has already reformed federal government pension plans, to ensure that parliamentarians and public servants pay their fair share.

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.

According to a 2015 Glassdoor survey, 31 percent of workers valued a workplace retirement account, such as a 401 (k) or pension plan, over an increase in pay.

In addition to the Canada Pension Plan Account, there was a Canada Pension Plan Investment Fund that would take the surplus that accumulated over and above administration costs and the amount of money required to pay immediate benefits (i.e. three months» worth) and invest it in provincial and federal securities.

(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.

With pensions, as with cemeteries, we have chosen to switch from pay - as - you - go funding, combined with direct in - kind transfers from younger generations, to a regime of pre-funded savings plans.

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).

We are an independent organization that pays defined benefit pensions and invests plan assets on behalf of 323,000 active and retired members.

During the six months ended April 30, 2015, the Company contributed $ 29 million to its Direct non-U.S. pension plans and paid $ 10 million to cover benefit payments to its Direct U.S. non-qualified plan participants.

Of those UK respondents with a pension plan, the survey uncovered that 24 % were unsure what to do with their pension savings at retirement after paying off any debts, while 20 % planned to take pension cash and bank it — or have already.

CPP Death Benefit The Canada Pension Plan death benefit is a one - time, lump - sum payment to your estate that can help to pay for funeral costs.

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

The employer has an obligation to deduct Canada Pension Plan contributions (CPP), Employment Insurance premiums (EI) and income tax from remuneration paid in each pay period.

While employers would be required to pay one half of the cost of the modest premium increase required to finance an enhanced CPP, companies which sponsor defined benefit pension plans would not face additional costs since the great majority of these plans are fully integrated, meaning that they would pay out less as CPP benefits were increased.

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.

Settlements, as they occur, are covered in complete detail with pertinent information on wage adjustments, paid holidays, vacations with pay, shift premiums, medical benefits, dental plans, weekly indemnity, life insurance, pension plans, cost - of - living allowances and rates of pay.

The challenges are to pay down a $ 272,000 mortgage with a 30 - year amortization which costs her $ 1,091 per month, to get more income from her $ 580,609 of financial assets, and to make the most of Canada Pension Plan benefits which could start to flow as early as her age 60 next year.

If we own our own home (and will have it paid for), if we have vested rights in a good pension plan or have significant investments, then we need to give much more to others than if this were not the case.

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

Republican state comptroller candidate Harry Wilson today released a five - point reform plan designed in part to address the pay - to - play practices that have been the focus of AG Andrew Cuomo's ongoing investigation of the office and the pension fund, resulting in several guilty pleas and indictments.

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»).

Plans intended to lift pick - up rates for funded alternatives hardly reach those at risk of pension poverty, as they often can't afford to pay into such schemes and their employers are disproportionately likely to opt out.

Set up in October 2003 the group has secured some notable parliamentary successes, including stopping the privatisation of the Forensic Science Service, helping solve a long running pay dispute in the Department for Work and Pensions and more recently opposing the government's plans to reduce the redundancy rights of our members.

That he was going to go along with the plan to borrow from the pension to pay the local government contributions is reason enough to give him the heave - ho.

The government pension plan is funded via taxes and pays out a means tested amount, so well to do people get less (possibly nothing) than poor people do.

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

The governor's pension stabilization plan would allow municipalities and schools to pay less for pensions now, but more later.

Cuomo has signaled a strong interest in rebuilding the Tappan Zee Bridge next year, and a possible plan includes using labor pension funds to pay for it.