The right choice for the long term®
Comparing retirement plans
Retirement plan options to consider Determine the plan type that will best meet your company’s needs.
Investments are not FDIC-insured, nor are they deposits of or guaranteed by a bank or any other entity, so investors may lose money. Investors should carefully consider the objectives, risks, charges and expenses of the American Funds and, if applicable, any other investments in their plan. This and other important information is contained in the funds’ prospectuses, which are available from their plan’s financial representative and on the Web at AmericanFundsRetirement.com. It’s important that investors read the prospectuses carefully before investing. Investors should also consider consulting with their personal tax adviser. This is a multi-page document that is meant to be read in its entirety.
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Retirement plan overview This table compares the key features and advantages of the eight most popular employer-sponsored retirement plans. Use the table to help determine which plan is best suited to the needs of your company.
Plan type ➤
SEP
SIMPLE IRA
Employer characteristics
• All taxable businesses, but appeals to small employers • Government entities • Tax-exempt organizations
• No more than 100 employees • All taxable businesses • Government entities • Tax-exempt organizations
Who MUST be covered (plan sponsors may choose more flexible requirements to include younger employees and those with fewer hours of service)
Any employee who has worked for three out of the past five years and is age 21 or older; can exclude certain employees
Any employee earning $5,000 during any two preceding years and who is expected to earn $5,000 in the current year; can exclude certain employees
Maximum annual combined contribution that the employer may deduct
25% of employee’s pay or $44,000,1 whichever is less2
$25,000 ($10,000 deferral plus $10,000 maximum match; $2,500 catch-up contribution and $2,500 matching contribution, if applicable)
Maximum annual allocation to employee’s account (includes both employer and employee contributions)
25% of employee’s pay or $44,000,1 whichever is less2
$25,000
Maximum annual employee deferral
No employee contributions allowed
$10,000; catch-up contribution of $2,500 if 50 years of age or older
Contribution allocation formulas
• Nonintegrated allocation 3 • Integrated with Social Security
N/A
Required employer contribution
None; a minimum allocation may be required if a contribution is made and plan is top-heavy3
• Dollar-for-dollar match up to 3% of pay 5 or • 2% of gross pay up to $220,000 for all eligible employees who earn at least $5,000 during the year
Vesting (pretax employee contributions are always 100% vested)
Immediate 100% vesting
Immediate 100% vesting
Testing required ADP = actual deferral percentage ACP = actual contribution percentage 415 = maximum annual additions
Top-heavy: Yes 4 ADP: N/A ACP: N/A 415: Yes
Top-heavy: No5 ADP: No ACP: No 415: No
Who controls distributions
Employee
Employee
Participant loans
N/A
N/A
Deadline for plan establishment
Tax-filing deadline, plus extensions
Can be established anytime between January 1 and October 1
Disclosure
• Summary plan description
• Summary plan description • Notice of contribution intent
Cost
$10 per participant
$10 per participant
Advantages of this type of plan
• Minimal paperwork and expense • Minimal tax filing • No requirement to make ongoing contributions
• Minimal paperwork and expense • Minimal tax filing • Employee deferral of current income taxes • More flexibility with contribution amounts due to increase in deferral limit
The money participants take out of their retirement plan is subject to ordinary income tax and, if withdrawn before age 59½, to an additional 10% federal tax penalty.
As of 1/06
1 The
DC annual additions limit is effective for limitation years ending in the calendar year.
2 Grandfathered
SARSEP rules may differ slightly; please consult IRS Publication 590.
3 Nonintegrated
allocation — based on a ratio of participant’s compensation over total compensation for all participants.
4A
plan is top-heavy if, on the determination date, the total value of the accounts of all key employees is greater than 60% of the total value of the accounts of all employees.
5 Match
may be reduced to as low as 1% for two of the five years.
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Plan type ➤
401(k)
401(k) with safe harbor provisions
Employer characteristics
• All taxable businesses • Tax-exempt organizations
• All taxable businesses • Tax-exempt organizations
Who MUST be covered (plan sponsors may choose more flexible requirements to include younger employees and those with fewer hours of service)
Any employee with 1,000 hours of service within one year and who is age 21 or older; can exclude certain employees
Any employee with 1,000 hours of service within one year and who is age 21 or older; can exclude certain employees
Maximum annual combined contribution that the employer may deduct
25% of total eligible payroll (maximum eligible pay per employee is $220,000) plus the amount of elective deferrals contributed
25% of total eligible payroll (maximum eligible pay per employee is $220,000) plus the amount of elective deferrals contributed
Maximum annual allocation to employee’s account (includes both employer and employee contributions)
100% of employee’s total pay or $44,000,1 whichever is less
100% of employee’s total pay or $44,000,1 whichever is less
Maximum annual employee deferral
Up to $15,000; 6 catch-up contribution of $5,000 if 50 years of age or older
Up to $15,000; 6 catch-up contribution of $5,000 if 50 years of age or older
Annual employee deferral can be before-tax, Roth after-tax or both, depending on plan terms
Annual employee deferral can be before-tax, Roth after-tax or both, depending on plan terms
Contribution allocation formulas
• Nonintegrated allocation 3 • Integrated with Social Security • Cross-tested 7
For non-safe harbor contributions, use the same formulas as 401(k)s
Required employer contribution
Discretionary, unless the plan is top-heavy 4
One of the following: 9 • Basic match formula • Enhanced match formula • Nonelective contribution
Vesting (pretax employee contributions are always 100% vested)
Vesting schedules available
Immediate 100% vesting on safe harbor contributions
Testing required ADP = actual deferral percentage ACP = actual contribution percentage 415 = maximum annual additions
Top-heavy: Yes 4 ADP: Yes ACP: Yes 415: Yes
Top-heavy: No 4 ADP: No ACP: No 415: Yes
Who controls distributions
Employer, through the plan terms
Employer, through the plan terms
Participant loans
Yes
Yes
Deadline for plan establishment
Last day of employer’s fiscal year, but not later than commencement of employee contributions
First day of plan year
Disclosure
• Summary plan description
• Summary plan description • Notice of contribution intent
Cost
Trust and recordkeeping fees 8
Trust and recordkeeping fees
Advantages of this type of plan
• Employee deferral of current income taxes available • Flexible contributions • More flexibility with contribution amounts due to increase in deferral limit
• No discrimination testing • Employee deferral of current income taxes available • More flexibility with contribution amounts due to increase in deferral limit
6 Salary
deferrals into other qualified retirement plans count toward the $15,000 personal annual limit. Roth after-tax contributions available 2006 through 2010, unless extended by Congress.
8 Fees
may be higher for cross-tested plans.
See pages 2 and 4 for additional footnote references.
7 Cross-tested
— an allocation formula that can be age-weighted or tiered. Not available on American Funds prototypes.
As of 1/06
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Plan type ➤
Profit-sharing
Money purchase
Employer characteristics
• All taxable businesses • Government entities • Tax-exempt organizations
• All taxable businesses • Government entities • Tax-exempt organizations
Who MUST be covered (plan sponsors may choose more flexible requirements to include younger employees and those with fewer hours of service)
Any employee with 1,000 hours of service within one year 10 and who is age 21 or older; can exclude certain employees
Any employee with 1,000 hours of service within one year 10 and who is age 21 or older; can exclude certain employees
Maximum annual combined contribution that the employer may deduct
25% of total eligible payroll (maximum eligible pay per employee is $220,000)
25% of total eligible payroll (maximum eligible pay per employee is $220,000)
Maximum annual allocation to employee’s account (includes both employer and employee contributions)
100% of employee’s total pay or $44,000,1 whichever is less
100% of employee’s total pay or $44,000,1 whichever is less
Maximum annual employee deferral
No employee contributions allowed
No employee contributions allowed
Contribution allocation formulas
• Nonintegrated allocation 3 • Integrated with Social Security • Cross-tested 7
• Nonintegrated allocation 3 • Integrated with Social Security • Cross-tested 7
Required employer contribution
Flexible contribution allowed each year (preset amount not required); however, employer must make “substantial and recurring” contributions
Amount stated in plan document (same percentage contribution required each year)
Vesting (pretax employee contributions are always 100% vested)
Vesting schedules available
Vesting schedules available
Testing required ADP = actual deferral percentage ACP = actual contribution percentage 415 = maximum annual additions
Top-heavy: Yes 4 ADP: N/A ACP: N/A 415: Yes
Top-heavy: Yes 4 ADP: N/A ACP: N/A 415: Yes
Who controls distributions
Employer, through the plan terms
Employer, through the plan terms
Participant loans
Yes
Yes
Deadline for plan establishment
Last day of employer’s fiscal year
Last day of employer’s fiscal year
Disclosure
• Summary plan description
• Summary plan description
Cost
Trust and recordkeeping fees 8
Trust and recordkeeping fees 8
Advantages of this type of plan
• Flexible contributions
• Specified level of contributions
match — 100% of participant contributions up to 3% of pay, plus 50% of participant contributions up to the next 2% of pay.
pay, plus C% of participant contributions up to the next D% of pay (C% may not be greater than A% and the sum of B% plus D% may not be greater than 6%).
Enhanced match — 100% of participant contributions, but not less than 4% of pay or more than 6%; or A% of participant contributions up to the first B% of
Nonelective contribution — 3% of pay for all eligible employees, including those who do not contribute.
9 Basic
As of 1/06
See pages 2, 3 and 5 for additional footnote references.
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Plan type ➤
403(b)
Defined benefit pension
Employer characteristics
• Organizations qualified under Internal Revenue Code section 501(c)(3), such as schools and nonprofit organizations
• All taxable businesses • Government entities • Tax-exempt organizations
Who MUST be covered (plan sponsors may choose more flexible requirements to include younger employees and those with fewer hours of service)
After the first employee is allowed to participate, all other employees who want to contribute at least $200 per year must be allowed to participate, regardless of years of service
Any employee with 1,000 hours of service within one year 10 and who is age 21 or older; can exclude certain employees
Maximum annual combined contribution that the employer may deduct
Tax deduction is not an issue for tax-exempt organizations
Contribution is limited to amount necessary to fund future benefits (maximum eligible pay per employee is $220,000)
Maximum annual allocation to employee’s account (includes both employer and employee contributions)
100% of employee’s total pay or $44,000,1 whichever is less
No individual accounts
Maximum annual employee deferral
Up to $15,000; 6 catch-up contribution of $5,000 if 50 years of age or older
No employee contributions allowed
Annual employee deferral can be before-tax, Roth after-tax or both, depending on plan terms Contribution allocation formulas
N/A
N/A
Required employer contribution
None
Contributions based on anticipated payouts during retirement and actuarial assumptions
Vesting (pretax employee contributions are always 100% vested)
Vesting schedules available (American Funds plans require immediate 100% vesting)
Vesting schedules available
Testing required ADP = actual deferral percentage ACP = actual contribution percentage 415 = maximum annual additions
Top-heavy: No 4 ADP: N/A ACP: Yes 415: Yes
Top-heavy: Yes 4 ADP: N/A ACP: N/A 415: Yes
Who controls distributions
Employer, through the plan terms
Employer, through the plan terms
Participant loans
Yes 11
Yes
Deadline for plan establishment
Last day of employer’s fiscal year, but not later than commencement of employee contributions
Last day of employer’s fiscal year
Disclosure
• Summary plan description
• Summary plan description
Cost
Custodian and recordkeeping fees
Trustee and actuarial fees
Advantages of this type of plan
• More flexibility with contribution amounts due to increase in deferral limit • Employee deferral of current income taxes
• Annual benefit on retirement can be as high as 100% of highest three-year average pay, up to $175,000 • Provides guaranteed annuity payments for life
10 Plans
See page 3 for reference to footnote 5.
with a two-years-of-service eligibility requirement must offer immediate 100% vesting.
11 Not
available for individually established American Funds accounts.
As of 1/06
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2006 contributions at a glance Employee contribution limits 2006 401(k)/403(b) contributions* 401(k) catch-up contributions* SIMPLE IRA contributions SIMPLE IRA catch-up contributions
$15,000 $5,000 $10,000 $2,500
*401(k) and 403(b) contributions and catch-up contributions can be pre-tax, Roth after-tax or both, depending on plan terms.
What is a Roth 401(k) or 403(b) contribution? Roth contributions are after-tax contributions. For plans that allow such deferrals, employees may make traditional before-tax contributions, Roth after-tax contributions or a combination of both. Roth contributions are: • treated the same as before-tax contributions for plan limit and testing purposes • eligible for matching contributions if any are made (though employermatching contributions are always made on a before-tax basis) • structured so that earnings can be withdrawn tax-free and penaltyfree (as long as the account has been held for five years and the participant is age 59½, becomes disabled or dies) Who’s eligible to make catch-up contributions? Participants aged 50 or older may contribute up to the maximum contribution limit plus the catch-up contribution limit for a given year. As long as the participant reaches age 50 during the calendar year, he or she is eligible to make catch-up contributions for that year.
Visit us at AmericanFundsRetirement.com. The Capital Group Companies American Funds Capital Research and Management CGD/PDF/8102/S5152 ©2006 American Funds Distributors, Inc.
Lit. No. RPGEBR-008-0106M
Capital International
Capital Guardian
Capital Bank and Trust
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