You won’t get much argument from anyone if you want to put more money away for your retirement. Socking away money is rarely a bad idea. Yet, as Jeff Marzinsky pointed out earlier this month in his Do 401(k) retirement plan contribution limits make sense? post, there are some hard and fast rules about how much you can contribute to a 401(k) plan. Granted, it would (literally) take an act of Congress to increase or toss out 401(k) contribution limits, but for the sake of argument we want to know what you think…
Most plans that begin their plan years in January elected to value their liabilities using the interest rate method of segment rates with four-month look-back periods. This was because this methodology allowed plans to include favorable monthly yield curves from September 2008 through May 2009 in the 24-month average used to calculate segment rates for both 2010 and 2011 valuations. These higher interest rates kept the liability low.
However, when plans begin to budget for 2012 valuations, those rates will no longer be used in the calculation of the segment rates. The interest rates segments that will be used in 2012 will be much lower than in 2011. A comparison of the September 2010 segment rates (which are the rates used for January 2011 valuations for plans using the interest rate method of segment rates with four-month look-back periods) to the current segment rates (June 2011) and the projected September 2011 segment rates if the yield curve remains the same are as follows:
First Segment Rate
Second Segment Rate
Third Segment Rate
The projected segment rates to be used for 2012 valuations will result in an increase in target liability of about 5%-7%, and could increase by as much as 10% in plans where a large percentage of the liability is due to retired participants.
In addition, plans would certify to lower adjusted funding target attainment percentages (AFTAPs) in 2012, and in the process be more susceptible to (a) having PBGC 4010 filing requirements, (b) being considered “at-risk,” and (c) having benefit restrictions imposed.
Unlike the calculation for 2011 contribution requirements, there are no funding relief options available for 2012. Because of the potential increases in what plans will have to contribute not only because of minimum requirements but to avoid the potential problems listed above, now is the time for plan sponsors to consider funding strategies to mitigate the upcoming liability increases. By running projections of 2012 valuation results now, plan sponsors have more time and more options to decide how to deal with the potential problems that could arise in 2012.
Need a recap on all the latest news in the world of retirement benefits? You’ve come to the right place. If you haven’t been to Retirement Town Hall in a while here’s what you’ve missed…
Roscoe Haynes warned us of the risks for retirees who take a lump sum cash-out from a defined benefit (DB) plan in Going back to work at age 85. Still, we wanted to know how you would choose to receive your benefit if you retired today so we asked in this week’s poll question: Reaping the benefits.
No matter how one receives one’s benefit, employees are thinking more and more about retirement benefits when they consider job offers and/or staying with a company. In Employees place new value on retirement plans, Bill Most dug up some interesting facts on how retirement benefits can affect recruitment and retention and what they could mean for your company.
Making the best use of a retirement benefit is about making smart choices, but the decision making doesn’t stop at the planning stage. You’ve still got some decisions to make about how to draw down your retirement money. Nobody wants to go broke because they outlived their money, but nobody wants to live on a shoestring unnecessarily either. Getting this right means making smart decisions. So this week, we’re asking you…
The International Accounting Standards Board (IASB) has released an amended version of its Financial Reporting Standard IAS 19, Employee Benefits, completing its project to “improve” the accounting for pensions and other post-employment benefits. For U.S. employers that will be required to comply with this standard, the effective date is for fiscal years beginning on or after January 1, 2013.
If you are a regular reader of this blog you know we often look at attitudes surrounding defined benefit (DB) plans, and we are always curious to see data that indicates strong interest for a DB pension plan. Earlier this year Employee Benefit News reported that a DB pension plan can seriously impact employees’ interest in working for a company and their willingness to stay at that company. It seems that, as the country rebounds from the recession, a DB plan has gained a cachet while defined contribution (DC) 401(k) plans are less enticing to today’s workers.
The Employee Benefit News article cites a recent survey that revealed that 60% of new employees with companies that have a DB plan regarded the plan as an important part of why they chose to work there. Furthermore, 72% of employees with a DB plan said it was an important reason why they would stay. Comparatively, just 20% of workers with a DC plan said that the retirement plan played a role in their decision to work for their employer.
Now, if you’re reading this, chances are you prefer DB plans to DC plans. At least you told us that in a recent Retirement Town Hall poll in which 58% of respondents, regardless of how near or far they are from retirement age, said they would choose a DB plan. Only 7% of respondents said they would favor a DC plan. The remaining 35% favored a hybrid DB/DC plan (all numbers as of June 21—the poll is still open so there may be some minor fluctuation). A preference for DB plans is probably nothing new to you, but what is new is how many people agree with you.
One of the most telling points from the Employee Benefits News article is that in 2009 only 28% of young employees cited the DB plan as an important reason to work for their current employer. By 2010 that number had swelled to 43%. In other words, today’s younger employees, despite decades of erosion of jobs that offered DB plans, are warming up to the idea of a DB plan.
The recession seems to have stirred up positive sentiments about DB plans from people who may have given retirement plans little thought in the past. As the priorities of the workforce change, companies that want to attract top talent will find that a DB plan offers yet another valuable recruitment and retention tool. I’ve said it before, on this very blog, and I’ll say it again: The need is there—will companies hear the call?