FAQs About Pension & Profit Sharing Plans
Profit Sharing and Money Purchase Pension plans are two common types of defined contribution plans. They permit employers to make tax deductible contributions on behalf of themselves and their employees; employee salary deferrals are not allowed.
These plans are a good choice for businesses wanting more features and flexibility in the retirement benefit they provide for their employees. For example, both plans allow for loans and graded vesting, two features not available with SEP IRAs.
- What do we do for your plan?
- What are the differences between a Profit Sharing plan and a Money Purchase Pension plan?
- How are these plans alike?
- What are the benefits of offering these plans?
What do we do for your plan?
Our services include:
- Trustee services (including IRS Form 1099-R)
- IRS approved prototype documents
- Notice of required minimum distributions and free calculation upon request
- Toll-free number for customer service
- Optional Form 5500 preparation and other compliance services
What are the differences between a Profit Sharing plan and a Money Purchase Pension plan?
Profit Sharing: A Profit Sharing plan allows employers to use their discretion each year to choose whether to make tax deductible contributions for their employees and to change the rate contributed.
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Money Purchase Pension: A Money Purchase Pension plan provides a very visible benefit to eligible employees who receive fixed contributions each year, regardless of the company's profit levels.
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* $205,000 is the annual compensation cap for 2004. Future indexing is in $5,000 increments.
** $41,000 is the annual contribution limit for 2004. Future indexing is in $1,000 increments.
How are these plans alike?
- Plans are funded with employer contributions to all eligible employees.
- Contributions for both plans are deducted from the employer's income and are tax-deferred for employees.
- Contributions can be made up to the employer's tax-filing deadline including extensions.
- All eligible employees receive the same percentage of compensation.
- Plans must be established by the last day of the employer's tax year.
- A variety of vesting schedules are available.
- Loans and life insurance are available.
- Generally, employees over age 70½ may defer beginning their mandatory distributions until they retire.
What are the benefits of offering these plans?
Retirement plans are an important part of the benefit package to attract and retain good employees. They can help improve employee productivity and morale.
Employer-funded accounts (as opposed to employee-funded accounts) provide a very visible commitment from the company to its employees.
Vesting flexibility allows the employer to develop a schedule that rewards and retains employees in keeping with company needs.
Contributions are tax deductible for the employer.
Caution: A SEP-IRA established with the IRS model form cannot be paired with a defined contribution plan.
NOTE: This information should not be construed as providing individual tax or legal advice. Please consult with your own tax advisor or attorney regarding your individual situation.
