Consumers Union, the owner of Consumer Reports, agreed to
eliminate the March 15 deadline for approval of an employment contract that
includes an adjustable pension plan employees had bargained for in 2013.
Consumers Union has been waiting for plan approval from
the Internal Revenue Service and had until the March 15 deadline to approve the
plan. The IRS has not given its OK, but it did give approval in July 2014 of an
identical plan at the New York Times, according to Bill O’Meara, president of
the Newspaper Guild of New York, a union that covers news employees at both
organizations.
The Consumer Reports adjustable pension plan is already
operating, but it is still awaiting that last piece of the puzzle: a
determination letter from the IRS that says it approves of the plan design.
“The likelihood of us getting approval by the IRS by the
[contract] deadline [was slim],” O’Meara said. So Consumers Union “asked if we
were interested in extending the labor contract for a year. There is new
management in place at the Consumers Union. We agreed to a one-year extension
with a wage increase for employees. We also got the company to eliminate the
deadline. What that does is it allows us to move forward with the APP without
this deadline hanging over our heads.”
He added that because the adjustable pension plan is
identical to the New York Times plan, “we don’t expect a problem getting our
IRS determination letter. We just don’t know when it is going to come. This
allows us to operate without worrying about when it will come.”
The adjustable pension plan is a merger of a defined
contribution plan with a traditional defined benefit plan. Both the employer
and employees share in the risk of the plan, like a defined contribution plan,
but employees don’t have individual accounts and they know that when they
retire they will have a guaranteed income stream, O’Meara said.
Each year, based on the performance of the retirement
plan, actuaries determine how much money each side will need to contribute to
the plan the following year. That amount is based on investment, mortality,
inflation and maturity risk. The good news for employers is that the amount
they need to pay, once decided, stays the same for a year. It won’t adjust up
by millions of dollars based on market volatility.
That means that some years will be better than others as
far as their earnings go, but the APP guarantees participants will get
something each year, O’Meara said. He likened the plan to a plate of pancakes.
In some years, employees receive a very large pancake and, in others, a very
small one. But, when they do finally retire, employees know they will have a
full plate of pancakes giving them a steady stream of income in retirement.
The adjustable pension plan was developed by actuarial
firm Cheiron, Inc., and the company has seen interest in its plan from other
industries, including hospitality.
As part of its negotiations with Consumers Union, the
Newspaper Guild of New York agreed to reduce the amount of money the company
will contribute to the APP to 5% from 6%. The company agreed to put that extra
1% into the company’s nonmatching 401(k) plan instead.
“The company wanted more money going into the 401(k) because
it is still a retirement vehicle. We would have preferred it all go to the
APP,” O’Meara said. “As long as there was still money for employees’
retirement, we were OK with that as a quid pro quo for ending the deadline.”
The New York Times’ plan is operating as designed, he
added. “We’re not hitting things out of the ballpark, but we’re not seeking to
hit it out of the ballpark. It is stable. No big ups and downs. Many pension
plans have a goal of 7.5% as investment return. We’re not looking for that. We’re
looking for 5%. We are doing fine,” O’Meara said.
He believes the Consumer Reports plan will work the same
way.
What makes the adjustable pension plan so worthwhile is
that employees “will get their pension every month for the rest of their life,”
O’Meara said. Actuaries determine what that monthly benefit will be so the
money will last the rest of a person’s life.
“They know how important a defined benefit plan is. Even
our younger members understand it. They know what it means for them. Their
parents often only have a 401(k) plan. Increasingly they don’t have a defined
benefit pension plan, unfortunately,” O’Meara said. “We tried to buck the trend
and keep defined benefit plans in place.”
By coming up with a hybrid DC/DB option, the
Cheiron-developed plan has made it “much more possible for employers to go
along with it. They don’t have to worry about risk and volatility or having to
make a huge payment to the plan because the stock market crashed,” he said. “It
is what it is. The plan will self-adjust. If it is not a good year, the
following year the pancake will be a smaller one because of the annual
recalculation of what the benefit rate will be. It is a good model that gives
the employer peace of mind and employees’ peace of mind for retirement.”
Source: Employee
Benefit News
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