By Stephen J Butler
ISBN-10: 1576750639
ISBN-13: 9781576750636
The writer, cofounder of a third-party pension management company and public speaker, discusses how 401(k) plans paintings, the way to investigate the standard of a plan, and the way to revamp it to be larger. Of most likely curiosity to corporation decision-makers and energetic 401(k) plan individuals.
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Additional info for 401(k) today: designing, maintaining & maximizing your company's plan
Example text
Ideally, these factors should be the only basis for any bonus or raise. Companies with a 401(k) matching provision are effectively giving a bonus based solely on an employee's ability to contribute to a 401(k) plan, which may create an inequity. For example, two employees equally deserve a bonus, but only the one contributing to the 401(k) plan receives the matching contribution; the other Page 23 employee, who may have just bought a house and has no discretionary income to contribute, loses out.
As for retirement or termination, participants can have the funds from the 401(k) plan distributed to them in one of several ways: 1. Receive funds in a lump sum and pay regular taxes on the money. A If under age 59 1/2, the participant will pay regular taxes plus federal tax penalties of 10% and (in California) state tax penalties of 2%. B. If over age 59 1/2, the participant will pay regular taxes on any money taken from the plan, but no penalties. 2. Leave the funds with the former employer's 401(k) plan, if the funds total at least $5,000.
Participants gain tremendous satisfaction from knowing that they are saving responsibly. The Purpose of Loans There is much confusion regarding the purposes for which loans are permitted, because many plans do not allow loans or limit the purposes for which they can be made; some plans allow loans only for down payments on primary residences. To minimize the hassle factor of loans, these plans remove one of the greatest attributes of the 401(k) plan, especially from the per- Page 17 spective of younger employees.