Prior to EGTRRA, the maximum tax-deductible contribution to a 401(k) plan was 15% of eligible pay (reduced by the amount of salary deferrals). Without EGTRRA, an incorporated business person taking $100,000 in salary would have been limited in Y2004 to a maximum contribution of $15,000. EGTRRA raised the deductible limit to 25% of eligible pay without reduction for salary deferrals. Therefore, that same businessperson in Y2008 can make an "elective deferral" of $15,500 plus a profit sharing contribution of $25,000 (i.e. 25%), and—if this person is over age 50—make a catch-up contribution of $5,000 for a total of $45,500. For those eligible to make "catch-up" contribution, and with salary of $122,000 or higher, the maximum possible total contribution in 2008 would be $51,000. To take advantage of these higher contributions, many vendors now offer Solo 401(k) plans or Individual(k) plans, which can be administered as a Self-Directed 401(k), permitting investment in real estate, mortgage notes, tax liens, private companies, and virtually any other investment.
As the table above shows, in 2015 roughly 55% of American retirees had less than $25,000 saved for retirement, and 71% of all American retirees had less than $100,000 saved. Even if you subset to those with a retirement plan in 2016, 51% of American retirees had less than $100,000 saved. That means that half of all American retirees will likely not have enough money for retirement.
The yearly figure needed for retirement comes from the Bureau of Labor Statistics 2018 Consumer Expenditure Survey. The expenditures considered were those of the age group "65 years or more," since this is the usual age range for retirement. To account for a comfortable retirement, we added an extra 20% on those expenses, and then adjusted by each state’s cost of living index as published by the MERIC. To obtain the total amount required for a comfortable retirement, we used IHME-based life expectancy figures published by National Geographic. Then, by subtracting the average retirement year published on MoneyTalks to the previous figure and multiplying it by the state-adjusted yearly expenditures, we obtained the total amount required for a comfortable retirement.
A donor-advised fund, or DAF, is an account established as a means to support charities while achieving income tax savings. It allows donors to establish a fund to make charitable contributions over time while receiving an upfront tax deduction. Because any assets transferred into the account must eventually go to charity, the donor is qualified for a charitable deduction at the time of the contribution. Depending on the assets used to establish the fund, a donor can receive an income tax deduction of up to 60% of his or her adjusted gross income on that donation.
Even though the term "401(k)" is a reference to a specific provision of the U.S. Internal Revenue Code section 401, it has become so well known that it has been used elsewhere as a generic term to describe analogous legislation. For example, in October 2001, Japan adopted legislation allowing the creation of "Japan-version 401(k)" accounts even though no provision of the relevant Japanese codes is in fact called "section 401(k)".
If, for example, you do a 401(k) rollover to IRA and later contribute to your rollover IRA (as you would to a traditional IRA) or if you combine that rollover IRA with assets from another IRA, you may be limited in what you can do with your rollover IRA in the future. If you joined a new company, you would not be able to roll that account into your new 401(k).
To help ensure that companies extend their 401(k) plans to low-paid employees, an IRS rule limits the maximum deferral by the company's highly compensated employees (HCEs) based on the average deferral by the company's non-highly compensated employees (NHCEs). If the less compensated employees save more for retirement, then the HCEs are allowed to save more for retirement. This provision is enforced via "non-discrimination testing". Non-discrimination testing takes the deferral rates of HCEs and compares them to NHCEs. In 2008, an HCE was defined as an employee with compensation greater than $100,000 in 2007, or as an employee that owned more than 5% of the business at any time during the year or the preceding year. In addition to the $100,000 limit for determining HCEs, employers can elect to limit the top-paid group of employees to the top 20% of employees ranked by compensation. That is, for plans with the first day of the plan-year in the 2007 calendar year, HCEs are employees who earned more than $100,000 in gross compensation (also known as 'Medicare wages') in the prior year. For example, most testing done in 2009 was for the 2008 plan-year, which compared 2007 plan-year gross compensation to the $100,000 threshold in order to determine who was an HCE and who was an NHCE. The threshold was $125,000 for 2019, and is $130,000 for 2020.