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Qualified retirement plans are “qualified” because of the tax treatment that they receive under the Internal Revenue Code. Normally the qualified retirement plans are set up by employers as part of the employee benefit packet. To be on the lists of qualified retirement plans, the plan as to meet requirements set by the Internal Revenue Code When meeting these requirements the employer or self-employed individual is allowed to deduct the contributions to the plans Employees may be allowed to make additional contributions — pre-tax — and the employees are not immediately taxed on the contributions made.

A qualified retirement plan is one that meets the requirements of section 401(a) Internal Revenue Code and the Employee Retirement Income Security Act of 1974. The plans provide favorable tax treatment but the tax treatment is different for each one. Here are the three lists of qualified retirement plans. One list is a broad category encompassing more of the category. Here is the category of qualified retirement plans.

Defined benefit plan

Defined contribution plan

Hybrid plan

The “defined benefit plan” is simply the plan that is NOT a defined contribution plans promising a fixed or at least a determinable monthly payment at the time that the employee retires. Then compared to the “defined contribution plan” it does not generate a fixed level of benefits when the employee retires. Contributions are made by the employee but at the time of retirement the amount that the employee will receive is adjusted to the expenses or losses that the account has had. Consequently the employee has no way of determining an exact amount that he or she will receive at the time of retirement. The “hybrid plan” combines the features of the defined benefit and the defined contribution plans.

The second of the lists of qualified retirement plans covers the types of qualified retirement plans.

Annuity Plans

Money Purchase Plans

Pension Plans

Profit-sharing plans

“Annuity Plans” are distinguished by various things. Some of the annuity plans are the retirement annuity plan; the tax-sheltered annuity plan, self-directed annuity plan; immediate income annuity; single premium annuity plan, and many others. “Money Purchase Plans” has been referred simply to a pension plan. A fixed percentage of compensation is to be contributed to each of the eligible employees which the company or business has, annually. The “pension plan” is a steady income that is given to an employee at the time of retirement in the form of a guaranteed annuity. “Profit-sharing plans” are retirement plans where the employer is the only one contributing between 0% and 25% of participants who are eligible to participate in the plan. There is usually a maximum amount for each year.

The third of the lists of qualified retirement plans covers specific qualified retirement plan identified by the benefits received.

Government or 457 plans

Keogh plans

SIMPLE plans

Tax-shelter plans

401(k) plans

Each of these plans has various definitions of tax advantages. They may be defined contribution or defined benefit or particularly for the self employed.

Qualified retirement plan

This form of retirement plan is one that is certified by the ” Internal Revenue Code Section 401(a)” and the “Employee Retirement Income Security Act of 1974 (ERISA)” therefore it has more advantages regarding tax treatment, allowing employers to subtract yearly permissible contributions for every participating employee and the earnings on these contributions are “tax-deferred” until taken out for every participant; and some taxes may be deferred further by means of transferring into another different kind of IRA.

Let’s look at what this can do for employers.

First of all it can Draw experienced employees into their company. It can also motivate and retain good employees. It encourages employees to set aside financial aid for future use or for retirement because the benefits of the Social Security alone are not enough to support a sensible way of living for retirees, and it can Protect plan assets from creditors.

Two main categories of “Qualified retirement plans”

1. “Defined benefit plans” are company retirement plans, like pension plans, where when an employee, on reaching retirement, will receive a specified amount that is usually based on his salary and number of years in the service, whereby the employer carries the full risk in investment. Both employer and employee, or just the employee alone, can contribute.

2. “Defined contribution plan”. This type of plan outlines the amount that flows to employees and how much should be contributed by an employer each year to the retirement plan. It also keeps account balances of all members, and states that no member should receive an allotment greater than 25% of compensation or 30,000 dollars, (whichever is the lesser of the two) throughout any year.

“Non-qualified retirement plan”

These type of retirement plans do not meet requirements set by “Internal Revenue Code Section 401(a)” and the “Employee Retirement Income Security Act of 1974 (ERISA)”. They are financed by employers therefore are flexible compared to “qualified retirement plans” but do not have the tax benefits that “qualified retirement plans” offer. Benefits, structured in annuities form, are paid generally at retirement age and are liable to “tax” just like “ordinary income tax”; or in “lump sum” or in a payment that may be transferred or converted into IRA, to suspend or defer taxes.

“Top-Hat plans” (THP), “Excess benefit plans” (EBP) and “Supplemental executive retirement plans” (SERP) are types of non-qualified and deferred compensation plans patterned to complement or enhance “qualified retirement plans”.

“Non-qualified retirement plan” supplement “qualified retirement plans” by compensating the benefits that are unavailable to qualified plans and typically covers higher paid company employees. It may be non-funded or funded. The huge disadvantage with this plan is that there is no security promised to the employees in the event that the company should go into bankruptcy, or is sold to another company.

You must always know your options and should develop a plan way before your retirement. Pursuing professional investment advice will help you manage and synchronize your options with a complete and secure financial plan.

This article will guide you through the small business tax maze and describe in details the various tax types your small business may be expose to. Use the article to learn which federal and state taxes you, as the owner of a sole proprietorship, general member in an LLC or officer of an S. Corporation is responsible for.

Federal Income Tax

The Internal Revenue Code (the IRC) is the source for imposing income tax on small businesses. The tax code treats each entity type a little different but in the end the income tax on the business taxable profits is payable by the small business owner. Sole Proprietor has to file schedule C to report business income and expenses and then report the taxable income on form 1040 where he discloses all of his income sources. Member of a partnership or an LLC reports his/her share from the business taxable income on form 1040 and Owner of an S. Corporation does the same. The rates of the federal income tax that a small business owner will pay depend on his/her filing status and residency status. For current tax rates please refer to IRS Publication 17 To register with the IRS you must fill out IRS form SS4 to obtain Employer ID Number (EIN).

State Income Tax

If your business is operating in a state that imposes income tax on business income, you will be liable for that tax in addition and regardless of the federal tax due on the same income. Very few States (Seven to be exact) do not impose income tax and among them are Alaska, Florida, Nevada, South Dakota, Texas, Washington and Wyoming. Two others, New Hampshire and Tennessee, tax only dividend and interest income. In general state income tax rates range from the lowest rate of 3% in Illinois to the highest rate of 11% in Hawaii. To register with each State’s Department of Revenue, you must complete the applicable registration forms to obtain State Tax ID Number.

Payroll taxAs soon as your business start hiring part or full time employees, it will be subject to Federal & State tax withholding from the employees’ gross wages (For current Federal Withholding rates please refer to IRS Publication 17 and for the Stare withholding rate, please refer to the State’s Revenue or Finance department), Social Security, also known as FICA (currently at 6.2% of gross wages is the employer’s responsibility and the same amount is the employee’s contributions with cap of $106,800 on gross wages) and Medicare (currently at 1.45% of gross wages is the employer’s part and the same amount is the employee’s contributions), Federal & State income tax withholding (at the rates publishes by the IRS and each State’s department of Revenue), Federal Unemployment, also known as FUTA (currently at a rate of 0.008 of gross wages up to $7,000 per year) and State Unemployment, also known as SUTA, at rates assessed by each State Unemployment Insurance Department. To register with each State, you should complete an employer application with the Department of Revenue and open an account with the State’s Unemployment Insurance Department.

Sales Tax

Sales tax is tax imposed on gross sales made to end users (as appose to resellers who purchase the product for inventory) and has many names: transaction privilege tax, gross receipts tax, general excise tax and more. The tax is imposed by each State, and in many cases includes Base Rates for all States residents and then additional rates that vary by county and city. Rates of sales tax vary by States with few States that impose zero percent tax (such as Delaware, Montana & Oregon) and others that impose rates in excess of 10% (such as Chicago Illinois)

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There are different types of retirement plans – government-sponsored plans, personal plans, annuities and employer-sponsored plans.

What’s the point of knowing all these plans?

This is because your employer’s retirement savings plan is important for your future financial security. You should understand how your plan works and what benefits you’ll receive. And it’s in your best interest to keep track of your retirement benefits too.

Let’s look at these different types of retirement plans.

Government-Sponsored Plans

Social Security plan is the best example in this category.

Personal Plans

Individual Retirement Agreement or IRA is the most well-known example. They can come in different types according to their tax treatments.

Annuities

These are contracts established with an insurance company. They can be fixed and variable annuities .

Employer-Sponsored Plans

2 types – qualified and non-qualified retirement plans.

Qualified Retirement Plans

These plans meet the Internal Revenue Code (IRC) requirements and the Employee Retirement Income Security Act of 1974 (ERISA) requirements.

They offer several tax benefits such as allowing employers to deduct annual allowable contributions for each participant of the plan; contributions and earnings on those contributions are tax-deferred until each participant withdraw them and each participant can even further defer some of the taxes through a transfer into a different type of IRA.

You can go for these qualified plans:

(A) Defined Benefit (DB) Plans

These are company retirement plans like pension plans, in which a retired employee receives a specific amount based on salary history and years of service, and in which the employer bears the investment risk.

The employee, the employer, or both may contribute to the plan.

Examples of DB plans:

1. Pensions

They’re a type of retirement plan that guarantees a specific amount to be paid out to the employee when he/she retires. The amount is calculated based on an employee’s salary, years of service and a fixed percentage rate.

The Pension Benefit Guarantee Corporation (PBGC), a federal agency, covers employer-sponsored pension plans.

Eligibility for the plan depends on a company’s policy. Some companies require their employees to serve for a certain period of time before they can become eligible for a pension plan. If an employee leaves the job, the pension plan stays with the previous employer.

2. Annuities

They’re retirement plans that have fixed monthly payments at the age of retirement. You can’t transfer the annuities into an IRA account, hence the amount is taxed as regular income the year you receive it.

(B) Defined Contribution (DC) Plans

These plans allow the employer and/or employee to make contributions, so that the final benefits depend on how much is in the account and the rate earned by the account’s investments. Each participant needs to set up his/her own individual account in the plan.

The government doesn’t guarantee a participant’s pension benefits. Instead, the plan allows employees to decide on the investment, based on the employer’s options.

Some examples of DC plans:

1. Profit Sharing Plan

It allows an employer each year to determine how much to contribute to the plan (out of profits or otherwise) in cash or employer stock. The plan contains a formula for allocating the annual contribution among the participants.

2. 401k Plan

An employee can make contributions from his/her paycheck before taxes are taken out. The contributions go into a 401k account, with the employee often choosing the investments based on options provided under the plan.

In some plans, the employer also makes contributions, matching the employee’s contributions up to a certain percentage.

3. Employee Stock Ownership Plan (ESOP)

The employer contributes shares of the company’s stock to employees in return for special tax benefits.

4.Stock bonus plan

It’s a type of profit sharing plan, where contributions are made in the form of company stock.

Non-qualified Retirement Plans

These plans don’t meet the IRC or ERISA requirements. Employers fund these plans. They’re more flexible but don’t have the tax benefits qualified plans have. Upon your retirement, your employer pay you the benefits (in the form of annuities) which are taxed as ordinary income tax, or in lump sum payments, which you can transfer into an IRA to defer taxes.

An example is the 457 plan.

This plan aims at state and local government employees of tax-exempt organizations. Your contributions and earnings are tax-deferred until you withdraw them.

Distributions start upon your retirement but you can also take distributions if you change jobs or if you’ve an emergency.You can choose to take distributions in one lump sum, in annual installments or as an annuity. Distributions are subject to ordinary income taxes and you can’t transfer the amounts into an IRA.