Kinds of Employer-Sponsored Retirement Plans
Today's employees are eligible for any number of different kinds of retirement plans. The selection of a plan must be carefully evaluated after considering the circumstances surrounding their life and the plans offered by the employer. Some of the more popular plans are mentioned below:
401(k) Similar to the sections in the Internal Revenue Code, the plans 401(k), 403(b) and 457 offers the employees a chance to defer tax on a fraction of their income by making contributions to the retirement account initiated under the plan. Unlike 401(k), 403(b) is applicable to tax-exempt units while governmental units are eligible under 457. An employer offering 401(k) and 403(b) generally puts forward a Roth version to its employees.
The annual contributions to the above plans are more than that for the IRAs, besides giving the employees aged fifty or above to make catch-up contributions to the fund. A lucky employee will be offered with an equal portion similar to what he contributes by his employer.
The 401(k), 403(b) and 457 plans are expected to abide to the minimum distribution rules similar to the ones applicable with the IRA. The difference between the two is under certain situations, you may make contributions after you turn 701/2.
Solo 401(k) plans An individual who is self-employed can take advantage of the solo 401(k) plans. What was earlier denied is now offered by merging the features of 401(k) with other plans to assist in saving more for retirement.
Under the plan, the individual can contribute an amount equal to the 401(k) limit along with the catch-up amount, if any, besides an amount to a SEP IRA. However, as the plan is meant for the self-employed people who do not have employees under them, having people under you call for the adoption of the traditional 401(k) plan or others. The self-employed individual have also to ensure the supply of an amount essential to make the contribution, or else the operational and other cost of creating the plan will be lost. But in spite of the disadvantages, the plan is worth considering.
SIMPLE IRA: SIMPLE (Incentive Match Plans for Employees) IRA plan is a scheme meant for employers with less than hundred employees. Under the plan, the employer is expected to make a contribution equal to that made by the employee or up to a certain limit, typically 3%, or a flat rate of 2% irrespective of the contribution by the employee.
The requirements imposed by the law on the contribution ceiling and the catch-up amount are lower than for 401(k) plans. Though the SIMPLE IRA rules and SIMPLE 401(k) plan rules are similar, the minor differences make the SIMPLE IRA preferable. For example, while limited testing is necessary for SIMPLE 401(k), discrimination testing is not called for in SIMPLE IRAs.
Defined contribution plans: It includes the profit sharing and money purchase plans. The general rules that restrict the employee and employer contributions are different under the defined contribution plans. Where the employer plans and that of the employee are merged, the employee's annual contribution excluding any catch-up amount pulls down the contribution made by the employer.
An ESOP is a variety of defined contribution plan suited for closely-held businesses.
Defined benefit plans: Although not popular as it once was, the defined benefit plans is a traditional system under which the employees cannot make their contribution to the annual retirement benefit. The complete investment risk attached to the scheme is accepted by the company who offers assurances of payment. Unlike defined contribution plans, funds that are segregated by employees, the defined benefit plan fund is often pooled.
A defined benefit plan is generally more expensive to create than the time-honored defined contribution plan; but they permit the employers to contribute appreciably more than the defined contribution limits as the figure is defined by the amount needed to generate the benefit. Though it is crucial to recognize the amount expected in the future, it's even more vital to identify the factors affecting future income. Remaining abreast of this knowledge can help in making wise decisions regarding your retirement. - 23218
401(k) Similar to the sections in the Internal Revenue Code, the plans 401(k), 403(b) and 457 offers the employees a chance to defer tax on a fraction of their income by making contributions to the retirement account initiated under the plan. Unlike 401(k), 403(b) is applicable to tax-exempt units while governmental units are eligible under 457. An employer offering 401(k) and 403(b) generally puts forward a Roth version to its employees.
The annual contributions to the above plans are more than that for the IRAs, besides giving the employees aged fifty or above to make catch-up contributions to the fund. A lucky employee will be offered with an equal portion similar to what he contributes by his employer.
The 401(k), 403(b) and 457 plans are expected to abide to the minimum distribution rules similar to the ones applicable with the IRA. The difference between the two is under certain situations, you may make contributions after you turn 701/2.
Solo 401(k) plans An individual who is self-employed can take advantage of the solo 401(k) plans. What was earlier denied is now offered by merging the features of 401(k) with other plans to assist in saving more for retirement.
Under the plan, the individual can contribute an amount equal to the 401(k) limit along with the catch-up amount, if any, besides an amount to a SEP IRA. However, as the plan is meant for the self-employed people who do not have employees under them, having people under you call for the adoption of the traditional 401(k) plan or others. The self-employed individual have also to ensure the supply of an amount essential to make the contribution, or else the operational and other cost of creating the plan will be lost. But in spite of the disadvantages, the plan is worth considering.
SIMPLE IRA: SIMPLE (Incentive Match Plans for Employees) IRA plan is a scheme meant for employers with less than hundred employees. Under the plan, the employer is expected to make a contribution equal to that made by the employee or up to a certain limit, typically 3%, or a flat rate of 2% irrespective of the contribution by the employee.
The requirements imposed by the law on the contribution ceiling and the catch-up amount are lower than for 401(k) plans. Though the SIMPLE IRA rules and SIMPLE 401(k) plan rules are similar, the minor differences make the SIMPLE IRA preferable. For example, while limited testing is necessary for SIMPLE 401(k), discrimination testing is not called for in SIMPLE IRAs.
Defined contribution plans: It includes the profit sharing and money purchase plans. The general rules that restrict the employee and employer contributions are different under the defined contribution plans. Where the employer plans and that of the employee are merged, the employee's annual contribution excluding any catch-up amount pulls down the contribution made by the employer.
An ESOP is a variety of defined contribution plan suited for closely-held businesses.
Defined benefit plans: Although not popular as it once was, the defined benefit plans is a traditional system under which the employees cannot make their contribution to the annual retirement benefit. The complete investment risk attached to the scheme is accepted by the company who offers assurances of payment. Unlike defined contribution plans, funds that are segregated by employees, the defined benefit plan fund is often pooled.
A defined benefit plan is generally more expensive to create than the time-honored defined contribution plan; but they permit the employers to contribute appreciably more than the defined contribution limits as the figure is defined by the amount needed to generate the benefit. Though it is crucial to recognize the amount expected in the future, it's even more vital to identify the factors affecting future income. Remaining abreast of this knowledge can help in making wise decisions regarding your retirement. - 23218
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This data is distributed for informational purposes only, with the understanding that Doeren Mayhew is not rendering legal, accounting, or other professional advice or opinions and assumes no liability in connection with its use. Please contact Doeren Mayhew for more information.
posted by X - Men @ 3:06 AM
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