Retirement Plans

DEFINE BENEFIT PLAN

McCulley Financial Group recognizes an effective retirement plan begins with a sound plan design strategy and not every company fits into the same retirement plan design.  In fact, just as every company is unique, every retirement plan considered and selected for your company should be unique.  Here is an overview of the options available to you and your company:

 

A Defined Benefit Plan promises a specified monthly benefit at retirement.  The plan may state this promised benefit as an exact dollar amount, such as $100 per month at retirement.  Or, more commonly, it may calculate benefit through a plan formula that considers such factors as salary and service — for example, 1 percent of average salary for the last five years of employment for every year of service with an employer.  The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the Pension Benefit Guaranty Corporation (PBGC).

 

DEFINE CONTRIBUTION

A Defined Contribution Plan, on the other hand, does not promise a specific amount of benefits at retirement.  In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually.  These contributions generally are invested on the employee's behalf.  The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to changes in the value of the investments.  Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans.

SEP:  SIMPLIFIED EMPLOYEE PENSION PLAN

A Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle.  An SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees.  SEPs are subject to minimal reporting and disclosure requirements.  Under an SEP, an employee must set up an IRA to accept the employer's contributions.  Employers may no longer set up Salary Reduction SEPs.  However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions.  If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan.

SIMPLE IRA PLAN

A SIMPLE IRA Plan (Savings Incentive Match PLan for Employees) allows employees and employers to contribute to traditional IRAs set up for employees. It is ideally suited as a start-up retirement savings plan for small employers not currently sponsoring a retirement plan. SIMPLE IRA plans can provide a significant source of income at retirement by allowing employers and employees to set aside money in retirement accounts. SIMPLE IRA plans do not have the start-up and operating costs of a conventional retirement plan

PROFIT SHARING PLAN

A Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise).  The plan contains a formula for allocating to each participant a portion of each annual contribution.  A profit sharing plan or stock bonus plan include a 401(k) plan.

401K

A 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan.  Sometimes the employer may match these contributions.  There are special rules governing the operation of a 401(k) plan.  For example, there is a dollar limit on the amount an employee may elect to defer each year.  An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments.

ESOP:  EMPLOYEE STOCK OWNERSHIP PLAN

 An Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock.

MONEY PURCHASE PENSION

A Money Purchase Pension Plan is a plan that requires fixed annual contributions from the employer to the employee's individual account.  Because a money purchase pension plan requires these regular contributions, the plan is subject to certain funding and other rules.

CASH BALANCE PLAN

A Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan.  In other words, a cash balance plan defines the promised benefit in terms of a stated account balance.  In a typical cash balance plan, a participant's account is credited each year with a "pay credit" (such as 5 percent of compensation from his or her employer) and an "interest credit" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate).  Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants.  Thus, the investment risks and rewards on plan assets are borne solely by the employer.  When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance.  The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the Pension Benefit Guaranty Corporation (PBGC).

NQDC:  NON-QUALIFIED DEFERRED

               COMPENSATION PLAN

MFG is proud to offer customized, comprehensive services and solutions for Non-Qualified Deferred Compensation Plans (NQDC).

 

With your objectives as a guidepost, we help plan sponsors reach the right decisions with regards to executive benefits.  You can trust us to conduct a thorough analysis of existing plans, and identify gaps and opportunities for improvement.  At the front-end, we conduct competitive benchmarking, financial modeling and funding analytics to lay firm groundwork for the preliminary plan design. Once changes are implemented, our work continues with proactive management and ongoing updates.

 

 

All written content on this site is for information purposes only.  Opinions expressed herein are solely those of “McCulley Financial Group, LLC”, and our editorial staff.  Material presented is believed to be from reliable sources, however, we make no representations as to its accuracy or completeness.  All information and ideas should be discussed in detail with your individual adviser prior to implementation.  

FIDUCIARY FRIENDLY.  PRUDENT ADVISORS.  COMMITTED TO CLIENT SUCCESS.