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For Additional Information Please Click Here For all employers, whether small or large, there is a myriad of plan options, ranging from those that are relatively simple
and easy to administer, to large scale plans with detailed reporting requirements.
SEP IRAs are a simple and practical alternative to traditional retirement plans. They are designed for self-employed individuals
(and employers with 25 or fewer workers) and feature employer contributions into individual IRA accounts that are set up for
the employer and-where applicable--each eligible employee. The simplicity of these plans, their high maximum contributions
(particularly appealing to sole proprietors), and their ease of operation (including reporting exemptions) have made them
extremely popular. Unlike traditional IRAs, all contributions are made solely by the employer. The maximum contribution is
25% of compensation (up to $46,000 in 2008).
Employers with 100 or fewer employees can establish a SIMPLE plan as either a 401(k) or a group of IRAs. SIMPLE plans allow
employees to make elective contributions and require employers to make matching or non-elective contributions. In 2008, employees
can defer up to $10,500 ($13,000 if 50 or older) of their salary per year into the plan--through salary reductions--on a tax-deferred
basis. Employer matching requirements vary but are usually either 2% - 3% of the employee's salary. The main advantages of
the SIMPLE plans are their salary deferral feature, ease of administration (no discrimination testing) and the low cost associated
with operating these retirement plans.
The 401(k) has become the retirement plan of choice in corporate America. However, 1/3 of those who have 401(k) plans available
to them choose not to participate.
Traditional 401(k) plans offer employees the opportunity to defer part of their salary on a pre-tax basis until retirement.
Employers have the option to provide matching contributions based on the amount each employee decides to defer. In 2008, employees
can make a maximum tax-deferred contribution of up to 100% of their salaries or $15,500 whichever is less ($20,500 for those
50 and older). This amount will be adjusted for inflation in future years.
A Traditional 401(k) plan is very flexible with regards to plan design. A company sponsoring this plan has the ability to
customize the plan to their organization. This includes structuring the matching contribution, vesting schedule, eligibility
rules, etc. However, with this freedom of design comes a higher administrative cost due to the complex reporting and administration
requirements.
403(b) plans are tax-deferred retirement plans for employees of certain tax-exempt organizations such as schools, foundations,
and hospitals. In addition to the employee contributions, 403(b) plans may also feature employer contributions. Beginning
in 1997, tax-exempt employers were permitted to sponsor 401(k) plans.
ESOPs are stock bonus plans. The basic purpose of an ESOP is the investment of plan assets in employer securities. ESOPs may
be used to provide a market for a company stock, to increase the company's cash flow, as an estate planning tool for the owner
of a closely held corporation and as a means of financing a company's growth.
With a Keogh plan, you can save up to 25% of your net income (maximum of $46,000). Profit Sharing Plans are the most flexible and least complicated kind of Keogh plan. They allow the employer the option of
contributing a variable percentage from 0% to 25% of the employee's compensation up to $46,000 for 2008 ($51,000 if combined
with the 401(k) provision). This means that in a good year, you can contribute more, and if, there's a bad year, you can cut
back, even contribute nothing. However, according to the IRS, over the long run, contributions must be "substantial and recurring."
Contact the IRS to ascertain what constitutes "substantial and recurring."
Money Purchase Plans are not based on employer profits. Contributions must be made every year and must be a fixed percentage
of each participant's compensation.
This percentage can be as low as 3% of compensation and, in 2008, as high as 25% of compensation up to $46,000. However, after
an annual contribution percentage is established when the plan is set up, you cannot change it. The IRS even levels penalties
if you fail to meet the required contribution level.
Paired plans are a combination of Money Purchase and Profit Sharing Plans. Until the enactment of the Economic Growth & Tax
Reform & Refund Act (EGTRRA) of 2001, Paired Plans allowed a contribution from 10% up to 25% of compensation (with 15% as
the Profit-Sharing maximum). This meant that in a good year, you could contribute the full 25%, but in a year when cash was
short, the contribution could drop as low as 10%. Many employers particularly valued this flexibility, but the enactment of
EGTRRA essentially did away with the need for Paired Plans. By increasing the maximum contribution limit for Profit Sharing
Plans to 25% of compensation there is no current need to maintain a Money Purchase Pension Plan in order to reach the combined
cap of 25%. Additionally, Money Purchase Pension Plans had to be funded at the same percent level each year while Profit Sharing
Plans are completely flexible from year to year with annual additions ranging anywhere from 0% up to 25%.
Whatever retirement plan you participate in, if there is an employer match, you should try and contribute at least the maximum
amount that the employer matches (typically the match is between 2% and 3 % of salary). This is essentially free money, and
if your contribution is less than the maximum match, you are simply throwing it away.
For more information on Employer Sponsored Retirement Plans please contact our Retirement Plans Division at (423) 756-3828
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