Financial Accounting 3

cognizant of the fact that the choices he makes can affect the price a buyer pays

a service department’s costs have been allocated, costs are not reallocated back to it under

As you may know there are two types of pension plans that are most commonly used: a defined contribution plan and a defined benefit plan. “A defined contribution plan sets forth a certain amount that the employer is to contribute to the plan each period (Schroeder, Clark, & Cathey, "Pensions and Other Postretirement Benefits," 2011). “A defined benefit plan specifies the amount of pension benefits to be paid out to plan recipients in the future. Companies that use this plan must make sufficient contributions to the funding agency in order to meet benefit requirements

A) Defined benefit plans are attractive to employees because they protect them from interest rates pr changes in asset values. They also make sure that retirement income will have a similarity to income they earned while still working. Defined benefit plans also do a better job of protecting against inflation and provide other retirement related benefits. These plans can also present risks for sponsoring employers. These risks with the defined benefit plan our greater than the risks with the defined contribution plans. What are these risks? Also contributions made by employers might be actually smaller then they are to defined benefit plans.

An organization can offer several different types of retirement plans to their employees. There are two types of plans that are most often used such as the Defined Contribution Plan and the Hybrid Plans. The Define Contribution plans are beneficial not only to employees retirement needs but also beneficial to the company at the same time. Section 401(k) plans, Employee Stock Ownership Plans (ESOPs), Profit Sharing Plans, and Stock Bonus Plans. On the other broad of the spectrum we have the Hybrid Plan or the Cash Balance Plans, which may also be

a. i. An employer with a defined-contribution plan pays into the plan either an annual lump-sum per employee or calculates payments based on the employees‟ current wages and or time of service with the firm. Under such a plan, the employer does not guarantee the future amounts employees will receive when they retire. The employees covered by a defined-contribution plan assume the risk for the pension plan‟s financial performance. Under a defined-benefit plan, the employer specifies the size and timing of the payments that the employees will receive when they retire. Typically, these retirement benefits are commensurate with the wages earned by the employee in his or her last few years of employment

Retirement plan has its advantage and disadvantage. Mostly it is based on the choice of the participant. It is the right of the member whether to choose it or decline. The 401-k retirement plan builds on the retirement plan sounds likes to replace for pension, but not. The 401-k plan should not necessary for all employees because it is beneficial based on age and employment history and no beneficiary is allowed.

In 1875, the first private pension plan was created by the American Express Company. Because most employers were not publically traded companies, they were rare. A series of revenue laws passed by congress from 1921-1929 helped private pensions grow by safeguarding funds from federal taxation and providing tax credits to employers who contribute to an employee pension plan.

Accordingly, the $39.3 million actuarial gain which resulted from the restructuring is included in Accrued Pension Costs in the accompanying Balance Sheet and is being amortized to income over a ten-year period commencing in 1984. The effect of the changes in the investment return assumption rates for all U.S. plans, together with the 1984 restructuring of the U.S. Salaried Employees' Plan, was to reduce pension expense by approximately $4.0 million in 1984 and $2.0 million in 1983, and the actuarial present value of accumulated plan benefits by approximately $60.0 million in 1984. Pension expense in 1983 was also reduced $2.1 million from the lower level of active employees. Other actuarial gains, including higher than anticipated investment results, more than offset the additional pension costs resulting from plan changes and interest charges on balance sheet accruals in 1984 and 1983.

To understand what the retirement earning test is and how it works, you must first understand how social security works. Social security in the United States of America is a program run by the government that provides income to millions of Americans who cannot work due to retirement, disability, or death (nasi.org). However the true function of Social Security is to provide supplemental income to people after retirement. It roughly replaces 40% of average worker’s income after retirement, requiring many social security receivers to continue working after their normal retirement age. How it works essentially is workers’ pay part of their income into a pool, that immediately gets disbursed to citizens getting benefits right now. They sacrifice a slice of their paycheck in the present, to be able to claim benefits when they go into retirement. The social security system has been changed constantly over the years. One thing that has not changed over the years, is the ability to claim benefits early.

Employers assume responsibility for providing retirement funds in a defined benefits plan. In the plan, a specified amount is set aside for future payments to employees, for life, during retirement. The amount is determine in advance is based on factors such as age, salary, and length of employment. In 2009, the maximum amount to be allotted under the plan was $195,000.

Future or deferred tax is recognised on the future tax payable on the assets and liabilities which are shown in the ‘statement of financial position’ at the end of the financial period.

Unlike the old days where a retiree could rest assured that they could live out the rest of their life on their pension and social security checks, the retirees of today receive their pensions paid out in a lump sum that takes the place of the pension check, but encompasses the total amount a retiree has to live on until they pass away. This creates uncertainty in the amount a retiree can spend per month, and if the total amount is sufficient to last them until they pass away. Immediate annuities help to create certainty in the financial situation of retirees. While retirees can be certain that they will receive a social security check each month, the amount of income they

Provision is made for employee benefits accumulated as a result of employees rendering services up to the reporting date. These benefits include wages and salaries, annual leave, sick leave and long service leave.

Steps can be taken to manage budget cuts without impeding pension package in government agencies. One step is to provide both defined benefit and defined contribution packages. Define benefit package, while generally more costly to the government agency, provides a comprehensive amount of benefits in a short period of time (irs.gov, 2013). This plan, in the public sector, is paid after the employee retires. This plan is generally the more known and accepted plan for employees to select this package. Defined contribution packages, on the other hand, are set up so that the employee can contribute to their pension plan and have the freedom to invest a vested amount into mutual funds. The government will also contribute a percentage in this case but it is a joint effort. Allowing for different option make the employee feel they have a better opportunity to invest their earnings base don their own wishes rather then limited to one choice.