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To maintain their tax-advantaged status, retirement plans must demonstrate that they are equitable and inclusive. Plans are subject to so-called top-heavy and nondiscrimination rules.
The amount available to fund people’s retirement in a defined contribution (DC) plan depends on two factors: how much they save over the course of their working lives and whether they withdraw the
Vesting in a retirement plan means different things for participants in defined benefit (DB) and defined contribution (DC) plans.
Social Security integration is an employer practice related to the calculation of the retirement benefits employees receive from a defined benefit (DB) retirement plan.
Federal laws require most public retirement plans to treat spouses, former spouses, and surviving spouses more equitably.
Customarily defined-benefit plans pay benefits only to workers and their surviving spouses.
Under certain limited conditions, employers can reclaim excess assets from defined-benefit (DB) retirement plans.
The Pension Benefit Guaranty Corporation (PBGC) protects workers and ensures that they receive defined-benefit (DB) pension benefits even if their employers go bankrupt.
In 1974, Congress passed protections for individuals in private retirement and health insurance plans.
Retirement plan sponsors must demonstrate fiduciary responsibility by acting in the sole interest of plan participants and beneficiaries.