Subscribe via RSS

Types of Retirement Plans, What You Should Know For Your Future Financial Security



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.

Posted on: September 8th, 2010 Author: admin No Comments »
Filed under: Uncategorized Tags: , , , , , , , , , , , , , , , , , , ,

Federal Income Tax



Federal income tax is withheld from the pay of almost all employees. Employee pay is inclusive of salaries and wages, bonuses, commissions, and vacation allowances. It is the responsibility of the employer to provide the employee with a W-4 at the onset of their employment. The determination of tax withheld is computed from the information provided on the W-4. The employee must inform the employer of their withholding status (married or single), and the number of exemptions they will be claiming.

Employees also have the option to have an additional amount withheld from their pay. If, over the course of an employee’s employment, they wish to change or adjust their withholding rates, they may simply request to complete a new W-4. Publication 919 “Getting the Right Amount of Tax Withheld” is available from the IRS and can assist employers and employees in making the best choices for withholding correctly.

Factors that will affect the amount of federal income tax withheld from an employees check include marital status, number of exemptions, or an employee has more than one job at a time. These factors will affect federal income tax computations, and should be included in information provided by the employee at the time of employment. Some employees, due to filing status, number of exemptions or allowances, and earned income totals below the national poverty level, will qualify for Advance EIC payments. These are advance payments of a refund of federal income tax. Advance EIC payments are made on the employee’s paycheck each pay period, if requested.

Contributions to qualified 401(k)’s or any other program that allows deductions of “pre-tax” contributions will affect the amount of federal income tax withholding for each pay period. Generally, contributions to a 401(k) or other retirement program are a benefit to the employee at the end of the tax year. These contributions provide a tax break and reduce the amount of federal income tax due, while providing retirement benefits to the employee.

Other factors affecting federal income tax liability are filing status, number of exemptions claimed on your personal tax return, individuals with more than one job, child tax credits, education credits, itemized deductions, and nonwage income.

At the end of the tax year, employees are furnished a W-2. This is a summary of the wages paid and all deductions taken from the employees gross pay over the course of the past tax year. All employers are required by law to furnish employees with a W-2 no later than January 31st of the next tax year.

To summarize, federal income tax withheld from an employee’s pay can be affected by changes to the employees wage base, filing status, or simply the acquiring of a second job. All employees should take the time to review their filing status based on the information provided on their W-4 and make changes to withholding status and exemptions claimed as needed.
Posted on: December 7th, 2009 Author: admin No Comments »
Filed under: Taxes Tags: , , , , , , , , , , , , , , , , , , ,

Employee Retirement Plans For Small Businesses



Buying Employee Retirement Plans for Small Businesses has two advantages, tax-advantage for the owner as well as being much appreciated benefit to the employees. There are several plans to choose from and the owner has to seek expert guidance to select the best-suited plan or combination of plans. They have to analyze which plan best suits the business and the employees, the highest amount of annual investment required, its administrative costs and intricacy and the tax benefit got by opting for any specific plan.

Types of Plans to Consider While Buying Employee Retirement Plans for Small Businesses:
Profit-Sharing Plans: This is one of the most popular plans, which allows the employer to make contributions that are distributed to those who participate in the plan. A formula is set to work out how much each employee participating in the plan will receive and employer’s total deductible contributions may not exceed 25% of the total compensation of all employees participating in the plan.

Defined Benefit Plans: A formula is worked out to determine how much an employee will receive annually after retirement, if he works until the retirement age. An estimate is worked out to determine how much the employer has to pay each year to fund the plan taking into account the number of employees. This type of a plan offers the highest retirement benefits as well as offers the employer the largest contribution deduction.

401(K) Plans: This plan is fast gaining popularity and is a kind of deferred compensation plan. The employees set aside a portion of their salary to be used for this plan voluntarily. This kind of a plan is best suited for employers who want to opt for an inexpensive but effective plan. Usually this plan is incorporated into being a part of a profit sharing plan.

Money Purchase Pension Plans: This plan is like the profit sharing plan but has one difference; the employer has to make regular, annual contributions. This plan is inexpensive but not very popular because of the compulsory annual contributions.

Savings Incentive Match Plan for Employees IRA Plan: The employees can defer $10,000 from the annual contribution and can contribute it to the IRA. The employers have to match deferrals up to 3 % of the employee’s wages. The money contributed by the employer is immediately vested, this plan cannot be clubbed with any other plan, and compensation the owner gets is low and employers with more than 100 employees cannot use it. Therefore, it is not very popular.

Select an appropriate plan after analyzing all the plans; they can be powerful motivating tools as well as employee morale boosters. Buying Employee Retirement Plans for Small Businesses has to be done carefully under the guidance of qualified people such as CPA.
There are firms that offer services as well as products to aid in running a successful business.
Posted on: October 10th, 2009 Author: admin No Comments »
Filed under: Retirement Tags: , , , , , , , , , , , , , , , , , , ,

Public Employees’ Retirement System



The Public Employee Retirement System is a benefit plan that gives benefits to employees once they retire. This will be based on the number of years they rendered service and on their average salary.

The Public Employees Retirement system also covers survivor and disability protection. The system also allows those with 30 years of service to file for an early retirement. They also provide death benefits and beneficiary benefits. Every Public Employee Retirement System of every state is committed to ensuring the retirement benefits of every employee.

Contributions are deducted from the employee’s payrolls. The amount may vary for every employee depending on their retire plan and coverage. Currently, the contribution rate is 8.5 percent of the salary of an employee and will increase up to 9.5% in the year 2007. Employer contributions however, range from 13 to 17%.

The benefits that you will get once you retire are dependent on your contribution and position as well as your employer’s contribution. The benefits are fixed depending on the legislation set by every state. That is why it is always recommended for members to know their benefits and coverage so that they can get the most of their contributions once they retire.

Although the Public Employee Retirement System is compulsory for all employees, there are still criteria that you have to meet to become a member. Here are the criteria that you need to meet to become a member for most states’ Public Employee Retirement Systems:

1. The applicant should be a regular employee and the annual salary of the applicant should be $1,500 or higher.

2. The applicant’s position should be under the coverage of the Social Security System.

Generally, these are some of the most common grounds for ineligibility:

1. If the person does not meet the minimum annual salary required which is $1,500.

2. If the applicant is not covered by the Social Security.

3. If you are a temporary employee

4. If you are currently employed by the Job Training Partnership Act and being paid by their federal funds.

5. Students who are employed by their schools and universities where they attend regular classes sometimes may not qualify for the PERS.

6. Inmates in correctional institutions are not eligible.

7. Mental health and retardation patients do not qualify for the Public Employee Retirement System.
Posted on: September 22nd, 2009 Author: admin No Comments »
Filed under: Retirement Tags: , , , , , , , , , , , , , , , , , , ,

Civil Service Retirement System



The Civil Service Retirement System (CSRS) began in 1920 and has given disability, survivor and retirement benefits for the majority of civilian employees in the Federal government until 1987 when the new Federal Employees Retirement System (FERS) was created. Nevertheless, over two million people carry on receiving Civil Service Retirement System retirement and survivor benefits every month.

Retirement benefits are presently financed by both Government and employee contributions to the retirement fund, and the benefits are provided based on the duration of service and the average pay over the highest three years of pay.

What are the eligibility requirements for Civil Service Retirement System benefits? An employee is qualified to retire voluntarily if the following provisions are met: at least five years of creditable civilian service; is separated from a position subject to Civil Service Retirement System coverage; is covered by Civil Service Retirement System for at least one year within the two-year period immediately preceding the separation; and meets age/service combinations of age 55 with 30 years of service, or age 60 with 20 years of service, or age 62 with five years of service.

For employees who separate from service and have met the criteria except for the age/service combination may be permitted to a deferred annuity at age sixty-two. To be qualified, the employee must not take a refund of retirement deductions upon separation.

In determining the service which may be used for an employee’s eligibility for retirement under the Civil Service Retirement System, is not restricted to service in positions subject to CSRS retirement deductions, it may also comprise service where the pay of the employee is not subject to retirement deductions, such as under a temporary appointment. Honorable active military service may also be qualified, subject to conditions: it was executed before the separation date upon which is the basis for entitlement to annuity; it is not comprised in computation of military retired pay except for certain service-connected disability requirements; if the military service was executed after December 31, 1956, some employees will have to create a deposit for the service to receive firstly or for other employees, to retain credit after the age of sixty-two.

Although the service used in determining an employee’s eligibility for retirement is typically the same as creditable service for computation purposes, there are some exceptions: periods of CSRS service refunded, will not be creditable unless a redeposit is made; if the refunded service was executed before October 1, 1990, it will be qualified even if no redeposit is made but the annuity will be actuarially decreased; non-education service is made on or October 1, 1982, is not qualified if a deposit has not been made. October 1, 1982 prior service is creditable by the annuity will be decreased by ten percent of amount owed; active military service executed after December 31, 1956 is not creditable for employees first employed in a covered position after September 30, 1982 except if a military deposit for the service is made; and unused sick leave is commendable in computing benefits. Sick leave is changed into days or months of service using the Sick Leave Chart in the OPM operating manual, but it can never be used for eligibility.
Posted on: September 10th, 2009 Author: admin No Comments »
Filed under: Retirement Tags: , , , , , , , , , , , , , , , , , , ,
« Latest | Previous »