美国研究生课程-福利管理401K基础知识
美国401(K)计划与IRAS运作机制介绍
美国401（K）计划与IRA S运作机制研究肖汉平（中国银河证券有限责任公司研究中心，北京100032）摘要：IRA和401（k）计划分别是美国第二大和第一大退休储蓄账户。
其中，401（k）计划由于其缴费和税收延付特点，已经为越来越多的美国大中型公司采用；而IRA由于其税收优惠和操作简单，越来越多的家庭和个人利用其进行退休储蓄。
401（k）计划和IRA作为长期资金供给者在共同基金和资本市场发展中发挥了巨大的促进作用。
关键词：退休储蓄帐户；资产配置；共同基金作者简介：肖汉平，经济学博士，中国银河证券研究中心高级研究员。
中国社会经济中处于一个重要转型时期，建立有效的资本市场和社会保障体系是未来相当长一个时期中国社会面临的重要任务。
国际经验表明，资本市场发展和以养老基金为代表的机构投资者的发展存在相互促进和相互制约的关系。
我国目前资本市场发展面临的一个最大问题就是以几个投资者为代表的长期资本供给的不足，而国际上养老基金是资本市场的重要长期资本供给者，它通过直接投资资本市场或者通过共同基金或投资信托间接投资资本市场，为资本市场提供充足的长期资本供给。
本文重点考察美国养老基金市场两种规模最大的退休储蓄产品：401（k）和IRA的特点及运行机制，以期能够为中国社会保障体系的建立提供借鉴。
美国退休计划类型及制度安排以退休收入保障制度代表的雇员受益计划在美国出现和发展有二百多年历史，但退休基金在美国真正发展应该是在二十世纪中期。
当时由于战后“婴儿潮”（1946-1964年、1964-1974年出生的个人），导致人口快速增长，建立有效的退休收入保障制度在美国得到高度重视。
美国政府通过一系列的立法安排，为退休基金发展提供制度保障。
其中，税收制度安排对于促进退休基金的发展发挥了不可估量的作用。
一、美国退休计划类型美国的退休收入保障制度是由企业、个人和政府之间共同合作的结果。
大部分雇佣基础上的退休基金是由企业自愿提供的，政府通过承诺有利的税收处理支持这些自愿的就业基础的退休计划。
美国人力资源管理—福利管理-教学课件10
LEARNING OBJECTIVES
• Five categories of accommodation and enhancement benefits and their objectives
• Specific accommodations & benefits in each category
• Reasons many companies offer these benefits • Tax advantages for employers and employees • Legal issues
Noelle Baker, Contributing Editor
10-2
ACCOMMODATION AND ENHANCEMENT BENEFITS
Chapter 10
Accommodation and Enhancement Programs
Noelle Baker, Contributing Editor
McGraw-Hill/Irwin
10-1
Copyright © 2011 The McGraw-Hill Companies, Inc. All rights reserved.
10-12
EMPLOYER LIABILITY IN EAPs
• May be Legally Responsible for Inappropriate EAP Actions
– Misdiagnosis – Referral to Unqualified Providers – Premature Treatment Termination – Abandonment – Inappropriate Relationships – Libel or Slander of Employee’s Name
美国人力资源管理—福利管理-教学课件9
NNooeelllleeBBaakekre, rC,oCnotrinbturtiibngutEindgitoEr ditor
9-8
UNUSED VACATION
• Carryover Provision
– Unused Days Added to Following Year – or “Use It or Lose It Provision”
• Benefits Taxed when Used
• Employers Pay FICA and FUTA
• Benefits Deducted as Business
Expenses
• Multiemployer Plans Subject to ERISA
As a result of the current economic downturn in the U.S., employers are shutting down operations and/or switching to shortened work weeks in order to shave costs and retain their workforce. Workers view this as an acceptable alternative to lay-offs or reductions in work force.
NNooeelllleeBBaakekre, rC,oCnotrinbturtiibngutEindgitoEr ditor
9-7
5 Important Vacation Considerations
1. Eligibility for vacation leave 2. Single or multiple vacation policies for different
美国研究生课程-薪酬管理-工作分析
• WorldatWork • IHRIM
Learning Objectives
• Writing Job Descriptions • Worker Specifications • Equal Employment Opportunity
Commission (EEOC)
- Ex: To mediate a dispute between labor and management successfully
• Equal Pay Act • Must justify pay differences
• Fair Labor Standards Act (FLSA) • Determine exemption status
Session 17
Job Analysis
Chapter 6
Career Discussion
Options: • Experience or Graduate Degree • Educational Opportunities while
working • Association Provided Education &
• Legal • Employer • Union, guild, professional association
Occupation Requirements
• Generalized work activities • Organizational context • Work context
• Skill refers to an observable competence
to perform a learned psychomotor act.
美国的401K计划详细介绍
401K计划介绍简介按该计划，企业为员工设立专门的401K账户，员工每月从其工资中拿出一定比例的资金存入养老金账户，而企业一般也按一定的比例(不能超过员工存入的数额)往这一账户存入相应资金。
与此同时，企业向员工提供3到4种不同的证券组合投资计划。
员工可任选一种进行投资。
员工退休时，可以选择一次性领取、分期领取和转为存款等方式使用。
401k退休计划不是全民福利计划401k退休计划是美国在1980年代对私人企业退休金制度改革的产物，这一退休计划取代了过去由雇主一方单独为雇员提供退休福利的局面，形成了雇主与雇员共同负担退休福利的格局。
因401k退休计划涉及到退休投资延税的问题，税务局专门制定条例，相关内容在401k 部分，因此这一退休计划也被称之为401k退休计划。
该计划是美国最为普遍的就业人员退休计划，该计划的受惠者主要是私人企业的雇员，2011年美国60%接近退休年龄的家庭拥有401k退休计划。
401k退休计划无疑是美国私人企业为员工提供的一种退休福利，但它既不是普及到私营企业每一个人的退休福利计划，也不是政府主导的全民社会福利计划。
2008年美国退休老人能够领取到退休金(包括401k退休计划)的人数只占退休老人总数的34.2%。
社会安全金仍是大多数美国人退休后最主要的收入来源，而401k退休计划起到了相当大的辅助作用。
不过在美国进入“婴儿潮”时代退休高峰后，401k退休计划在老人退休后的收入来源上将起到更大作用，因为他们是401k退休计划推行后最早的受益者。
私企放弃“大锅饭”式员工退休金制度过去，美国不少私人企业采取“大锅饭”式员工退休金制度，特别是有工会组织的行业比较倾向这种退休体系，在这种体系下员工的所有退休金都由雇主来承担。
1978年，美国私人公司41%的人员参与这种退休福利体系，2008年参与这种退休体系的私人公司人员比例下降到21%。
这种退休福利对员工有利，但却加重了雇主的经济负担，不利于企业的发展和扩张。
美国的401K计划及其启示
美国的401K计划及其启示提要作为社会保障制度第二支柱的企业年金制度,其对基本养老保险制度的补充功能越来越受到政府与社会的关注。
美国企业年金制度经历了一百多年的发展,而其中颇具特色的401K计划,以其独特的优势在养老保险制度中所占的地位日趋重要。
在我国人口老年化程度不断加剧的今天,研究美国的401K计划具有重要的借鉴意义。
关键词:企业年金;401K计划;雇主;雇员中图分类号:F27文献标识码:A一、401K计划简要介绍作为社会保障重要内容之一的“养老保险”制度在经历了多年的发展、成熟后,普遍面临一个迫切的问题是急速膨胀的保险费用压力和它对经济发展的制约,迫使各国政府开始对运行多年的养老保险制度重新进行基本评估和调整。
现在,理论界普遍认可的是养老保险的“三支柱”理论,即国家基本养老保险方案为第一支柱;根据在雇佣期间形成的权利来计算的企业养老金形式为第二支柱;第三支柱为个人储蓄。
国家通常以税收优惠的方式促进第二和第三支柱的发展,当然也不排除采取某些强制性措施和一定程度的行政干预。
比较典型的案例是美国政府于1976年开始推行的401K计划,一种由“合格”的企业为雇员提供的享受“税收优惠”的养老金方案,属于第二支柱中最为流行的一种形式。
401K年金计划是从“现金或延迟安排(简称CODA)”这种早期的企业年金计划发展而来的。
401K计划按美国联邦《税收法》中第401条第(K)项计划建立起来的一种职业养老金计划。
与一般养老金计划不同的是,此项计划规定雇员的缴费及其收益可以延迟纳税,而且该部分税前缴费除非发生某些特殊情况外不可提前取款,否则将被要求补税和缴纳罚款。
401K计划自1978年在美国退出来以来,经历了近30年的发展。
以其在税收、管理、投资运作等方面的一系列优点而得到迅速发展,日益成为美国职业养老金计划中一个非常重要的组成部分。
总的说来,401K计划具有如下特点:1、享有税收优惠。
在401K计划中,个人缴纳的款项是从应收毛收入中直接扣减,即在税前缴费,同时赚取的收益也可以享受延迟纳税,所以个人账户的余额会迅速增加。
美国退休金计划401K、IRA、RothIRA─基础篇不怕少年苦，就怕老来穷
美国退休金计划401K、IRA、RothIRA─基础篇不怕少年苦，就怕老来穷你是否曾疑惑过为何美国退休老年人生活似乎都很无忧无虑？怎么没工作还能吃喝玩乐样样来？其实这都跟美国健全的退休养老金制度相关！美国养老保险制度至今已有200多年历史，其中最普遍的就是401K与IRA，但到底两者间的特色、差异、好处为何？又该如何选择呢？本篇参考咕噜旗舰商家互惠财富‧互惠保险SKY VISION INSURANCE专家提供的资讯与专业咨询，带领大家深入认识401K与IRA这些让人既熟悉又陌生的名词，现在就开始为自己准备优质退休生活！PS.本篇未具任何财务效力，若有任何问题请与专业人士进行咨询。
★ 退休后的退休金来源 (不考量低收入福利金与个人金融房地产投资)：〰️1 社会安全保险金(Social Security Tax)：由政府主导并强制实施的联邦退休金制度，适用于所有在美国合法工作10年以上的美国人与绿卡持有人，所有公司雇佣职员都需强制参与，将税前收入的一定比例(6.2%)交给美国政府，2018年个人收入至多$128,400需要缴此税，超出部分无需缴税，因此一人至多缴交$7960.8的社安保险金。
参与缴费的民众在交满40个季度(即10年)后，退休后即可领取相应的退休福利。
2 企业退休金计划 (401K)：401K只适用于私营公司雇员，属于雇主和雇员共同出资的企业补充养老保险制度，适用于在公司有提供该福利者。
非盈利组织，如学校，也会提供类似福利，叫做403B。
·依据交税时间可分为传统型与Roth两种，每年有存入金额上限，有税收优惠，退休时始可领出(否则会有罚款)，下文将有进一步说明。
3 个人退休金计划 (IRA、Roth IRA)：Individual Retirement Account，是401K以外另一个美国人管理退休金的常用账户类别。
由个人负责，自愿参加的个人储蓄养老保险制度，适用于所有能在美国合法工作的美国人与绿卡持有人，任何有收入(Earned Income) 的个人都能开立IRA账户。
移民知识-美国移民401K与IRA的相似之处 精品
美国移民401K与IRA的相似之处
下面
旧金山城市大学原本对于本州学生的学费是每个学分54美金。
根据所修学分的不同，一个全职学生每个学期的学费大概在1000~3000美金不等。
而现在，任何在旧金山居住超过一年的居民，不论你来自哪里，收入如何，都可以享受这所大学的免费教育。
处在旧金山义务教育阶段的初高中学生也都可以免费到大学选修课程。
除此之外，一些来自低收入家庭，已经被减免过学费的学生们，从秋季开始每学期还能收到补贴用于购买教科书和其他学习用品。
半职学生每学期可以拿到200美金，全职学生可以拿到500美金。
一般来说，一个全职学生每学期需要的学杂费约为1700美金。
作为全美收入差距的城市之一，旧金山一直面临着严重的教育机会不平等的问题。
随着物价上涨，现在上大学越来越贵，越来越难。
对于中低收入的人群造成沉重的负担。
划重点
今天重点讲第三和第四部分，因为前两部分受工资和企业福利影响，无法改变。
对于工薪族来说，真正能依靠的就剩公司帮买的401和自己买的这两类退休金计划啦!你一定常听到大家喊着401要存满!这是为什么呢-当然是因为401不错了!
401，，都是透过指定的金融公司管理401–雇主挑选的，-雇员自己选的。
购买后，你每个月发薪水时自动将钱存入账户，雇员可自主选择投资哪些组合，并自行承担投资风险盈亏，而退休后的养老金领取金额多少则取决于这些年的缴费金额高低，以及投资收益状况。
基本上由于退休金投资时间跨度一般都是十余年或者几十年，因此赔钱的概率不高但赶上经济大环境不好当然不敢说一定不亏，整体来说投资都会稳步增长，要高于银行存款利率。
美国401k
美国养老保障体系包括了三个支柱：第一支柱是政府主办的社会保险[1]，为退休人员提供了约为30～40％的替代率[2]；第二支柱是市场化经营的补充养老保险，即享受税收优惠、由雇主资助的私营养老金计划(Employer Sponsored Retirement Plan)，为退休人员提供了30～40％的替代率；第三支柱是个人养老保险及其他储蓄。
401k计划[3]是补充养老保险计划之一[4]，截至2004年，积累养老金资产达2.1万亿美元[5]，占当年GDP的18％[6]。
一、401k计划概述401k计划始于20世纪80年代初，是指美国1978年《国内税收法》新增的第401条k项条款的规定，适用于私人盈利性公司。
（一）主要内容401k计划是一种缴费确定型（DC）计划，实行个人账户积累制，其建立需符合一定条件[7]。
401k计划由雇员和雇主共同缴费[8]，缴费和投资收益免税，只在领取时征收个人所得税。
雇员退休后养老金的领取金额取决于缴费的多少和投资收益状况。
401k计划养老金领取条件是：年满59.5岁；死亡或永久丧失工作能力；发生大于年收入7.5%的医疗费用；55岁以后离职、下岗、被解雇或提前退休。
一旦提前取款，将被征收惩罚性税款，但允许借款和困难取款[9]。
雇员在年满70.5岁时，必须开始从个人账户中取款,否则将对应取款额征税50%，这一规定目的在于刺激退休者的当期消费，避免社会落入消费不足的陷阱。
（二）运营和投资401k计划运营的参与者包括：⑴发起人，通常是雇主；⑵受托人，由企业成立养老金理事会或选择专业金融机构；⑶账户管理人，通常是金融机构；⑷投资管理人，通常是金融机构；⑸托管人，通常是银行；⑹其他咨询公司、会计机构等。
其中，扮演主要角色的是共同基金、寿险公司、银行和证券公司等金融机构。
401k计划资金可以投资于股票、基金、年金保险、债券、专项定期存款等金融产品，雇员可以自主选择养老金的投资方式。
与DB（给付确定型）计划相反，其投资风险由雇员承担。
美国人力资源管理—福利管理-教学课件8
8-7
DETERMINING OASDI BENEFITS
• Average Indexed Monthly Earnings (AIME) Sets Primary Insurance Amount (PIA)
• Cost of Living Adjustments (COLAs), Guards Against Inflation
• The retirement program includes incentives for individuals to delay their retirement until reaching full retirement age.
Additionally, in 2009 significant temporary enhancements were made under the American Recovery and Reinvestment Act of 2009 (ARRA) which provided 13 additional weeks of benefits as well as a $25 weekly increase in benefit amount. The Act is set to expire on December 31, 2009; however Congress may, once again, vote for a benefit extension.
The number of credits required to qualify for benefits depends on a person’s age and the particular Social Security benefit.
美国401k计划以及对我国的启示
美国401k计划以及对我国的启示摘要：随着人口的老龄化，我国国家基本养老保险面临巨大的压力和挑战。
为了减轻国家基本养老保险的负担，国家鼓励企业建立企业年金。
但是，由于起步较晚，我国企业年金制度还不够完善，迫切需要进行改革。
本文选择美国401k计划作为研究对象，为国内企业年金改革提供借鉴，因为美国建立企业年金有100多年的历史，而其中占据重要地位的就是401k计划。
关键字：401K 养老保险企业年金一、401k计划基本介绍美国是最早施行养老金制度的国家之一，其内容包括基本养老保险（政府主导）、企业补充养老保险（雇主主导）和个人储蓄性养老计划三方面内容，常被人们形象地称为“三条腿的板凳”。
其中企业补充养老保险已有120年的历史，是养老金制度中历史最早的。
美国的企业补充养老保险又可分为给付（或待遇）确定型计划（DB）和缴费确定型计划（DC）两大类。
长期以来，DB计划一直占据主导地位。
DB计划保证退休雇员退休后能够获得固定的退休金，由于DB计划通常由雇主供款，雇员不需供款，另外，雇主还需对基金投资承担主要责任；同时，由于DB计划不为雇员建立个人账户，雇员无权用退休基金进行投资。
此外，DB计划还附带一些限制，规定必须在本企业工作10年以上者，退休时才能领取到退休金。
因而，近年来，新建立的DB计划在逐年减少。
八十年代以后，雇主和雇员纷纷将目光投向了DC计划。
DC计划下，不保证雇员退休后的退休金领取额，雇员需缴费，雇主进行匹配缴费，为参加计划的雇员建立账户，由雇员对账户资金进行风险投资，同时承担投资风险。
在所有参加DC计划的雇员中，有四分之三参加的是401k计划，政府称其为现金或延迟安排（CODA）退休计划。
401k计划产生于1978年，实施于1980年，它与美国政府试图建立一个可持续、有效的养老保险体系的理念是一脉相承的。
本文将对401k计划进行详细研究，对于中国养老金制度改革、企业年金制度发展具有重要意义。
美国研究生课程薪酬管理自由福利课件
目录
• 薪酬管理概述 • 薪酬体系设计 • 福利管理 • 薪酬与绩效管理 • 薪酬管理的挑战与解决方案 • 案例分析
01
薪酬管理概述
薪酬管理的定 义
薪酬管理的重要性
提高员工满意度
01
促进企业绩效
02
吸引和留住人才
03
薪酬管理的历史与发展
传统薪酬管理
以职位为基础的薪酬体系，强调职位等级和资历。
薪酬结构设计
薪酬结构设计是根据企业战略和员工 需求，制定薪酬构成和各部分比例的 过程。
VS
薪酬结构设计需要考虑员工绩效、能 力、职位等级等因素，以激励员工提 高工作积极性和绩效。
薪酬调整机制
03
福利管理
福利的定义与种类
福利的定义 福利的种类
福利的重要性
提高员工满意度
福利可以满足员工在物质和精神上的需求，提高员工的工作满意 度和忠诚度。
企业C的福利管理案例
THANKS
感谢观看Biblioteka 绩效管理的定义与重要性绩效管理的定义
绩效管理的重要性
薪酬与绩效的关联性
薪酬与绩效的关联性是指将员工的薪酬与他们的工作 表现和业绩挂钩，以激励员工更好地完成工作。
建立合理的薪酬与绩效关联性可以提高员工的积极性 和工作动力，促进个人和组织的业绩提升。
绩效管理的实施流程
设定目标
明确组织和个人需要达到的目标，确保目标 具有可衡量性、可达成性和挑战性。
要点二
详细描述
薪酬不公可能由于职位评估不准确、薪酬体系设计不合理、 管理层主观偏见等原因造成。解决薪酬不公问题需要建立 科学的职位评估体系、完善薪酬制度、加强管理层培训等 措施。
美国研究生课程-福利管理 safe harbor
MINITAB, INC. 401(K)RETIREMENT PLANSAFE HARBOR NOTIFICATION TO ELIGIBLE EMPLOYEESThis is an annual notice and only applies to the Plan Year beginning on January 1, 2013.This notice covers the following points:•How much you can contribute to the Plan;•What other amounts the Employer will contribute to the Plan for you; and•When your Plan account will be vested (that is, not lost when you leave your job), and when you can receive a distribution of your Plan account.You can find out more information about the Plan in the Plan's Summary Plan Description (SPD). You can obtain a copy of the SPD from the Plan Administrator.I.Employee deferral contributionsYou are allowed to defer a portion of your compensation to the Plan. These amounts are referred to as deferrals and are held in an account for you. When you are permitted to take a distribution from the Plan, you will be entitled to all of your deferrals, as adjusted for any gains or losses. The type of compensation that may be deferred under the Plan is explained in the section of the Summary Plan Description entitled "What compensation is used to determine my Plan benefits?" (this is in the Article entitled "COMPENSATION AND ACCOUNT BALANCE").You may elect to defer a percentage of your compensation each year instead of receiving that amount in cash. However, your total deferrals in any taxable year may not exceed a dollar limit which is set by law. The dollar limit may increase each year for cost-of-living adjustments.The Administrator will notify you of the maximum percentage you may defer.If you are at least age 50 or will attain age 50 during a calendar year, then you may elect to defer additional amounts (called "catch-up contributions") to the Plan. These are additional amounts that you may defer, up to an annual limit imposed by law, regardless of any other limits imposed by the Plan.You may make either Regular 401(k) deferrals (pre-tax) or Roth 401(k) deferrals (after-tax). Your election regarding the amount and type of deferrals is irrevocable with respect to any deferrals already withheld from your compensation. If you make Regular 401(k) deferrals, your deferrals are not subject to income tax until distributed from the Plan. If you make Roth 401(k) deferrals, your deferrals are subject to income tax at the time of deferral. The Roth 401(k) deferrals, however, are not taxed when you receive a distribution from the Plan. In addition, if the distribution of Roth 401(k) deferrals is considered "qualified," then the earnings on the deferrals will not be subject to income tax when distributed from the Plan. Distributions from your Roth accounts will be considered "qualified" only if the distribution is on account of attainment of age 59 1/2, death or disability, and the distribution must not occur prior to the end of the 5-year participation period that begins with the first taxable year for which you made a Roth 401(k) deferral to the Plan, or if earlier, the first taxable year for which you made a Roth 401(k) deferral to another Roth 401(k) plan or Roth 403(b) plan that you rolled over to this Plan. Both types of deferrals are subject to Social Security taxes at the time of deferral. Your Employer will deduct the Social Security taxes, and in the case of Roth 401(k) deferrals will deduct income taxes, from your remaining compensation.II.Employer Safe Harbor Contribution ElectionTo help you make an informed decision on the level of your own salary deferral contributions, if any, your Employer must inform you about the contributions it will make to the Plan. Your Employer has elected to make the following contribution:Safe Harbor Matching Contribution.In order to maintain "safe harbor" status, your Employer will make a safe harbor matching contribution equal to 100% of your salary deferrals that do not exceed 3% of your compensation plus 50% of your salary deferrals between 3% and 5% of your compensation. This safe harbor matching contribution is 100% vested.For purposes of calculating the safe harbor matching contribution, your compensation and deferrals will be determined on a payroll period basis.III.Other Employer ContributionsIn addition to the above, other contributions may be made to the Plan. You should review the Article of the SPD entitled "EMPLOYER CONTRIBUTIONS" for details regarding these other contributions.IV.VestingThe following is a general explanation of the vesting provisions of the Plan. More details can be found in the Article of the SPD entitled "VESTING."100% vested contributions.You are always 100% vested (which means that you are entitled to all of the amounts) in your accounts attributable to the following contributions:•salary deferrals including Roth 401(k) deferrals and catch-up contributions•rollover contributions•matching contributions•profit sharing contributions•safe harbor contributionsV.Distribution provisionsThe Plan and law impose restrictions on when you may receive a distribution from the Plan. Below is general information on when distributions may be made under the Plan. See the SPD for more details, including details on how benefits are paid. Also, at the time you are entitled to receive a distribution, the Plan Administrator will provide you with a notice explaining the rules regarding the taxation of the distribution.You may elect to have your vested account balance distributed to you as soon as administratively feasible following your termination of employment. However, if the value of your vested account balance does not exceed $1,000, then a distribution will be made to you regardless of whether you consent to receive it.You may also withdraw money from the Plan from certain accounts if you have reached age 591/2, if you have reached your Normal Retirement Age, or if you have an immediate or heavy financial need.However, there are various rules and requirements that you must meet before any withdrawal is permitted. See the Article in the SPD entitled "DISTRIBUTIONS PRIOR TO TERMINATION" for more details.You may withdraw money at any time from your rollover account.If you were/are: (i) a reservist or National Guardsman; (ii) called to active duty after September 11, 2001; and (iii) called to duty for at least 180 days or for an indefinite period, you may take a distribution of your elective deferrals under the Plan while you are on active duty, regardless of your age. The 10% premature distribution penalty tax, normally applicable to Plan distributions made before you reach age 59 1/2, will not apply to the distribution. You also may repay the distribution to an IRA, without limiting amounts you otherwise could contribute to the IRA, provided you make the repayment within 2 years following your completion of active duty.VI.Administrative procedures for affirmative electionsThe amount you elect to defer will be deducted from your pay in accordance with a procedure established by the Administrator.The procedure will require that you enter into a written salary deferral agreement after you satisfy the Plan's eligibility requirements.You may elect to defer your salary as of your entry date or on each subsequent payroll period. Such election will become effective as soon as administratively feasible. Your election will remain in effect until you modify or terminate it.You are permitted to revoke your salary deferral election any time during the Plan Year. You may make any other modification as of each payroll period or in accordance with any other procedure that your Employer provides. Any modification will become effective as soon as administratively feasible after received by the Administrator.In addition to any other election periods provided above, you may make or modify a salary deferral election during the 30-day period immediately preceding the Plan Year for which this notice is being provided. For the Plan Year you become eligible to make deferrals, you may complete a salary deferral agreement during a 30-day period that includes the date you become eligible.If you decide to start or change your salary deferral, you must complete the salary deferral agreement and return it to the Plan Administrator.VII.InvestmentsRight to direct investment/default investment.You have the right to direct the investment of your "directed accounts" in any of the investment choices explained in the investment information materials provided to you.We encourage you to make an investment election to ensure that amounts in the Plan are invested in accordance with your long-term investment and retirement plans.VIII.Employer's right to terminate PlanPursuant to the terms of the Plan, your Employer has the right, at any time, to terminate the Plan. Termination of the Plan will result in the discontinuance of all contributions to the Plan (including the safe harbor 401(k) contribution) with respect to any compensation you receive after the effective date of the termination. Termination of the Plan will not affect your right to receive any contributions you have accrued as of the effective date of the termination.IX.Additional informationThis notice is not a substitute for the Summary Plan Description.The provisions of the Plan are very complex and you should always look at the Summary Plan Description if you have any questions about the Plan. If, after reading the Summary Plan Description, you still have questions, contact the Plan Administrator.You may contact the Plan Administrator at:Contact:Minitab, Inc.Address:Quality Plaza, 1829 Pine Hall RoadState College, Pennsylvania16801-3008Telephone:814-238-3280。
美国研究生课程-薪酬管理-basesforpay2
美国研究生课程-薪酬管理basesforpay2
Goal-oriented Systems
Goal-oriented systems
Typically used to evaluate employees’ progress toward strategic planning objectives.
• Identify job goals • Create action plans for meeting goals • Engage in ongoing dialogue about performance
The Employee
• Listens to & acts on feedback from the manager • Performs by meeting requirements & goals • Provides feedback about the work environment
Development
•Fulfill it’s role of optimizing the utilization of personnel within the organization
Administrative
•Developing systems and processes to support the achievement of strategic business goals
• Better Communication & Coordination –
increases interactions and helps maintain relationships while working toward common goals
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Investment Policy
• State what the overall goal of the company is in offering the 401 (k) and how it will be administered
• Should have an investment committee
to 3%
Defined Plan
• Very expensive • Retirement of the past • State System
Defined Contribution
• Employee stock ownership—company allocates number of shares to employee
Welcome
Info
Why Save Benefits
Process
2030 2.2 workers per Social Security Recipient
Your Role
Social Insecurity?
• People are living longer i
• Most likely, you will enjoy 20-30 years of retirement
• Deferred profit sharing—company contributes an amount of profits each year
Company Makes Decision
• Decides to Offer • Decides on Matching Contribution • Decides on Safe Harbor v. Regular • Create a 401 (k) Committee • Picks Provider
Taxes are taken from the 401(k) account upon withdrawal.
This is a hypothetical example for illustrative purposes only and not meant to represent the investment return of any of your plan’s options. Your situation will vary.
– Very important to document provider choice
Chief Duties of Retirement Plan
Committees
• ADMINISTRATION • Design plan. • Choose and monitor third-party record keepers, other service providers. • Ensure government compliance. • Amend plan document as needed. • Handle employee communications. • Decide benefits claims and appeals. • Provide for financial education. • INVESTMENT MANAGEMENT • Write and ensure adherence to investment policy statement. • Choose specific investments or recommend them to full committee. • Hire and monitor investment managers, other service providers. • Review investment performance and make changes as needed.
Flexible withdrawals
• Termination of service • Retirement • Financial hardship
Withdrawals prior to age 59½ may be subject to a 10% penalty tax unless rolled over to an IRA or eligible employer plan.
Agenda
• Review Exams • Talk about Applied Knowledge and Goal
moving forward • Overall Goal of a 401 (k) Plan • Company Responsibility • HR Responsibility • Individual Responsiblity • Exercise
Lower current taxable
income
Ed’s 6% Regular Savings*
Jane’s 6% Plan Savings
$25,000 0
25,000 -3,750 -1,913 -1,500
$17,837
annual base wage pretax contributions pay subject to income tax tax** Social Security regular savings spendable income
See sample Fiduciary Service Timeline
Good Advice from HR Magazine about Committee Responsibility
• These nuts and bolts of setting up and running a committee may not be glamorous, but the devil is in the details. Following the three P’s—prudence, process and procedure— can result in a well-functioning committee that provides the best retirement plan for participants while insulating top executives from legal liability.
Info
Introducing Today
Process
Your Role
Social Insecurity?
1940 16.5 workers per Social Security Recipient
2005 3.3 workers per Social Security Recipient
Source: Social Security Administration, 2006 OASDI Trustee Report
404C Compliance
• Very Critical to HR Field • Erisa Section 404 (C) provides limited
fiduciary relief to plan sponsors, assuming participants can exercise control over their accounts. • EMPLOYERS MUST EDUCATE BUT CAN NOT GIVE INVESTMENT GUIDANCE AND/OR ADVICE
Did you know?
According to the U.S. Census Bureau, in 2005 there were over 70,000 Americans age 100 and older.
This is expected to increase to 1.1 million by 2050.
Vesting schedule
• Your entitlement to the employer’s contribution portion of your account
– You are immediately Vested 100%
Now add the match [100%]
10 years
401 (K) Basics
What you should and need to know!
What is a 401 (k) Plan
• Enron crash and people running around saying 401 (k) was a bad idea
Retirement
• Defined Benefit Plan For example State Retirement System based on last 3 years salary average * the number of years of service as a percentage
• Defined Contribution Plan—401k • Typical match is 50 cents on the dollar up
$31,824
20 years
$102,590
30 years
$259,947
Assumes a $20 weekly contribution, 100% match, and an 8% annual return compounded monthly
This is for illustrative purposes only and not meant to represent the return of any of your plan’s investment options. Your situation will vary.