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Policy Watch - Retirement Security

Every American worker should have financial security in retirement. Employer-sponsored benefits are a key component to accomplishing this goal. Ninety percent of employers surveyed in the 2015 SHRM Benefits Survey offered a defined contribution plan, such as a 401(k), to their employees, while 25 percent offered a defined benefit pension plan. Despite the programs offered by employers, retirement security is an ongoing challenge for many Americans. A 2014 Bankrate survey found that 36 percent of Americans were not saving for retirement, and an Employee Benefit Research Institute Study found that six in 10 workers and their spouses have saved less than $25,000 for retirement. 

According to the Census Bureau, more than 175 million Americans have health, retirement and other valuable benefits provided by employers. These benefits are established by the Employee Retirement Income Security Act, which creates a national, uniform framework for employers to maintain benefit plans. Together with Social Security and individual savings, employer-sponsored retirement plans play a central role in the retirement security for America’s working families. 

Employer-sponsored retirement plans are the main conduit for employees to save for a financially sustainable retirement. According to the Employee Benefit Research Institute, private retirement plans in the United States paid out more than $4.7 trillion in benefits from 2003 through 2012, and U.S. public sector plans paid out $3.66 trillion during the same period, both playing an essential role in providing retirement income for millions of Americans. In 2011, there were approximately 638,000 private sector defined contribution plans covering 88.7 million participants, according to U.S. Department of Labor (DOL) figures. Additionally, the Pension Benefit Guaranty Corporation (PBGC) reported that it insured more than 42 million defined benefit plan participants in 2013.

 

 

Current Issues

The following specific issues are of particular concern to human resource executives and the organizations they serve:

  • Implications of Tax Reform on Employer-Sponsored Benefits. Despite the importance of employer-sponsored benefits to the retirement security of millions of Americans, members of Congress have proposed reforms to the tax code that would eliminate or limit the exclusion of employer-sponsored benefits from taxation. 
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  • Solvency of the Social Security Program. Solvency of the Social Security program is a shared responsibility between the government, employers and employees who contribute in the form of a payroll tax. 
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  • Defined Benefit Pension Policy. Defined benefit plans have been on the decline for the past three decades. Existing plans face numerous challenges, including meeting funding and solvency obligations, PBGC premium increases and conflicts with nondiscrimination testing due to solvency obligations.  
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  • Department of Labor's Fiduciary Rule. DOL’s recently promulgated rule provides a new definition of “fiduciary” that would, among other things, expand the types of retirement investment advice covered by fiduciary protections.  
  • Read Full Issue

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