CORRECTION IN WORDING OF CARDIN QUOTE
CARDIN, PORTMAN TEAM UP TO CLARIFY PENSION RULES FOR CLERGY AND
OTHER WORKERS AT RELIGIOUS INSTITUTIONS
Every American Should Enjoy the Peace of Mind of Financial Security During Retirement
Washington, DC – U.S. Senators Ben Cardin (D-MD) and Rob Portman (R-OH), members of the Senate Finance Committee, have introduced the Church Plan Clarification Act of 2013 (S. 952) to help ensure the retirement security of our nation’s clergy, church lay workers, and their families by resolving an unfortunate application of our current pension rules on church pension beneficiaries.
“Dedicating your life to serving a church, synagogue or other religious entity should not be an impediment to retirement. Many so-called ‘church plans’ date back to the 18th century. While their unique structures have been recognized by the law, our modern, complicated tax system hasn’t always been accommodating,” said Senator Cardin. “More than 1 million clergy, faith institution workers, and their dependents deserve clarification so they can enjoy the peace of mind that comes with the financial security during retirement that we wish for every American.”
“There is great comfort in knowing that your finances will not be jeopardized by retirement, and this bill will help ensure that those who have devoted their lives to their faith can rest assured that they will have retirement security,” Senator Portmansaid.
In recognition of their unique status, most church retirement plans are exempt from the Employee Retirement Income Security Act of 1974 (“ERISA”) and are instead subject to special laws and regulations that reflect the distinctive issues that these plans and churches confront. Church retirement plans are subject to stringent state and federal laws and Church Alliance regulations, including state fiduciary standards, state contract law, and Internal Revenue Code (“IRC” or “tax code”) requirements. Church retirement plans ensure the stability of participants’ investments by applying many of the same strong safeguards applied to corporate and public pension funds. Moreover, churches and synagogues have a strong lifelong relationship with employees and are motivated to provide for and serve the clergy and church lay workers who have dedicated their lives to working for religious institutions.
Some recent legislative and regulatory changes have resulted in uncertainty and/or compliance issues for these distinctive church pension plans. As summarized by the Church Alliance, one of many groups supporting this bill, the Church Plan Clarification Act of 2013 contains corrections and clarifications to a series of issues impacting church retirement plans:
· Controlled Group Rules. Currently, the controlled group rules for tax-exempt employers may require certain church-affiliated employers to be included in one controlled group (i.e., treated as a single employer), even though they have little relation to one another. A modification is necessary to the controlled group rules to ensure that multiple church-affiliated entities – which may be related theologically, but have little or no relation to one another in terms of day-to-day operation – are not inappropriately treated as a single employer under the tax code.
· Grandfathered Defined Benefit (“DB”) Plans. IRC § 403(b) church DB plans established before 1982 are called grandfathered DB plans and were intended to be treated and continue to operate as DB plans. However, recent rules subjecting such plans to both DB and defined contribution (“DC”) annual benefit accrual limitations under IRC § 415 have resulted in clergy who are lower-paid and closest to retirement being harmed. A clarification is required to ensure that only the DB limitations apply to these plans.
· Automatic Enrollment. Church employers often cross state lines. State wage withholding laws differ from state to state, presenting barriers to offering auto-enrollment into church retirement plans. Federal legislation is needed to preempt these laws so that church retirement plans can include auto-enrollment features in their retirement plans just as non-church corporate plans are allowed to do without the uncertainty arising under the laws of certain states.
· Transfers Between 403(b) and 401(a) Plans. Current rules do not allow transfers and mergers between an IRC § 403(b) church retirement plan and an IRC § 401(a) qualified church retirement plan. Legislation is needed to provide for such transfers and mergers, providing a better alternative to terminating or having to maintain separate legacy plans. Such legislation will also decrease complexity and administrative costs for church employers, as well as confusion for employees.
· 81-100 Trusts. Church benefits boards are legally allowed to commingle plan and non-plan church-related assets for investment purposes to allow churches the benefit of the board’s greater resources, investment skills, and economies of scale. A clarification is required to ensure that a widely used investment vehicle, 81-100 (2011-1) trusts, can accept such funds.