Recent changes in the legislative and regulatory climate have made it possible and desirable to consider optimizing retirement plan contributions by combining defined benefit and defined contribution plans. But while combination plans can produce superior benefits, their designers must ensure that plans do not violate:
Optimizing Retirement Plans for Law Firms
Recent changes in the legislative and regulatory climate have made it possible and desirable to consider optimizing retirement plan contributions by combining defined benefit and defined contribution plans. But while combination plans can produce superior benefits, their designers must ensure that plans do not violate: the Internal Revenue Code rule that a plan qualified for favorable tax treatment must avoid discriminating in favor of highly compensated employees; or the requirement in the Age Discrimination in Employment Act (ADEA) that pension plans must not discriminate against employees on the basis of age. In Part One of this article, we introduce and compare some of these possibilities.
By
David N. Heap And Kenneth D. KlinglerThis premium content is locked for Accounting and Financial Planning for Law Firms subscribers only
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