Designing deferred compensation plans for tax-exempt and governmental employers

Article Abstract:

The tax laws governing unfunded deferred compensation plans for tax-exempt and governmental employers are very strict because their plans cannot be controlled through tax deduction limitations. Therefore, compensation planning is complex and must be different for highly compensated employees because of limits in deferred amounts set out in IRC section 457. Section 457 requires that to exceed $7,500 in deferred amounts, the plan must be subject to substantial risk of forfeiture. Though these risks can be established, common methods make all benefits taxable at retirement.

Taxation, Accounting and auditing, Government business enterprises, Public enterprises, Deferred compensation

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Judging defined contribution plans in the 1990s

Article Abstract:

Defined contribution plans are becoming more popular, but the effectiveness of these plans once a person reaches retirement age may have not been fully considered. The main potential problem is the shifting of all risks to the plan participant. Plan operators need to recognize the risks involved and make sound investment choices available to participants, who in turn should educate themselves to recognize their needs and their options.

United States, Economic aspects, Defined contribution plans

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