401(a) Plan

What is a 401(a) Plan?

A 401(a) plan is a type of retirement plan typically offered by government agencies, educational institutions, for-profit and non-profit organizations.
It allows employers to contribute to retirement and pension benefits on behalf of their employees. In some cases, employees can also make their own contributions.

Contributions can be made either pre-tax or after-tax, and employees have various options for accessing their funds, including rollovers, lump-sum payments, or annuities.

Mandated and governed by the Internal Revenue Code (IRC) Section 401(a) in the United States, the 401(a) plan is unique to the United States. No other countries offer a retirement savings plan under the same name or tax code.

Although other countries have their own versions of retirement savings plans, they are structured differently and governed by different laws.

What are the Benefits of a 401(a) Plan?

Tax-Deferred Growth: Contributions are usually made on a pre-tax basis, reducing taxable income for the year. Both contributions and earnings grow tax-deferred, meaning taxes are paid only upon withdrawal, typically during retirement.

Employer Contributions: Employers usually contribute to the plan—providing a dependable source of retirement savings for employees, often without requiring employee contributions.

Customizable Plans: Employers can tailor 401(a) plans to fit their needs by setting different eligibility criteria, contribution levels, and vesting schedules, which can also help in retaining employees.

Tax Benefits: Contributions to a 401(a) plan are often made on a pre-tax basis, which reduces taxable income for the year, while after-tax contributions can grow tax-deferred.

Controlled Investment Options: The plan typically offers investment choices managed by the employer, helping to limit exposure to high-risk investments and shielding employees from major market fluctuations.

Flexible Withdrawal Options: Employees have the flexibility to transfer their funds to a 401(k) plan or IRA, or opt for a lump-sum payment or annuity, allowing them to access their retirement savings in a way that suits their needs.

Additionally, a 401(a) plan also provides significant benefits for employers. It helps enhance a company’s attractiveness to potential hires and aids in retaining existing employees by contributing to their retirement savings. By investing in employees’ financial futures, employers can foster loyalty and better job satisfaction — leading to a better dedicated and engaged workforce.

401(a) Plan Eligibility and Vesting

Eligibility

Mandatory participation: Eligibility for a 401(a) plan typically includes mandatory participation for employees who are 30 or older, hold a regular budgeted position such as a police officer, teacher, or public administrator, and have completed two years of service working at least half-time. Certain positions, such as temporary or part-time roles, may be exempt.

Voluntary participation: Employees aged 26-29 in similar roles can choose voluntary participation if they meet the two-year service requirement. If they opt out initially, they will need to fulfill the mandatory participation criteria to join later. Employees without two years of service but with qualifying experience from a previous employer with a formal education program may still be eligible to enroll.

Vesting

In a 401(a) plan, employees’ own contributions and any earnings on those contributions are fully vested immediately. This means employees own these funds as soon as they are contributed.

For employer contributions, vesting depends on the schedule established by the employer.

Typically, vesting is tied to the number of years of service completed, incentivizing employees to remain with the company. Each employer may have different vesting schedules, so employees need to understand the specific terms of their plan.

Here’s a table summarizing how vesting schedules work for both employee and employer contributions:

Years of Service	Cliff Vesting	Graded Vesting	Employee Contributions
1	0%	0%	100% vested immediately upon contribution
2	0%	20%
3	100%	40%
4	100%	60%
5	100%	80%
6	100%	100%

Employee Contributions are always 100% vested immediately, and Employer Contributions follow either a Cliff Vesting or Graded Vesting schedule:

• Cliff Vesting: Employees are 0% vested in the first two years, but fully vested (100%) after three years.
• Graded Vesting: Employees gradually become vested over time, starting at 20% in year two and reaching 100% by year six.

Also:

• 100% vesting is required at normal retirement age or if the plan is terminated.
• Different plans may use varying vesting schedules and methods of counting service hours.

401(a) Plan Contributions and Distributions

Contributions

Contributions to a 401(a) plan are determined by the employer and can vary based on the organization’s policies. Generally, both the employee and the employer contribute based on a percentage of the employee’s salary.

Here’s a breakdown:

• Employee Contributions: These are often made on a tax-deferred basis, which helps reduce federal and state income taxes. Employees may have the option to choose from different contribution tiers, which impacts the total amount contributed.
• Employer Contributions: Typically, the employer contributes a fixed percentage of the employee’s salary, adding to the employee’s contributions. The overall contribution to the plan is the combined total of both employee and employer contributions.

Distributions:

This term refers to the various methods through which funds are paid out from the 401(a) plan. This includes:

• Lump-Sum Payments: A single, one-time distribution of the entire account balance.
• Annuities: Regular payments over a specified period or for the lifetime of the retiree.
• Rollovers: Transfers of funds to another qualified retirement plan or IRA.
• Partial Withdrawals: Taking out a portion of the funds while keeping the remainder in the plan.

401(a) Plan Investments and Withdrawals

The specifics of investment options and withdrawal methods for a 401(a) plan can differ based on the employer’s plan design. Here’s an overview of what might be offered:

Investment Options

Employers might provide a range of investment choices for 401(a) plan participants, including:

• Money Market Funds: Designed to offer stability and liquidity through low-risk investments.
• Bonds (Fixed Income): Investments in government or corporate bonds that provide regular interest payments.
• Stocks (Equities): Shares in companies that offer potential for capital growth and dividends.
• Guaranteed Annuities: Insurance products that provide a guaranteed income stream for a specified period or for life.
• Lifecycle Funds: Diversified mutual funds that automatically adjust their asset allocation based on the target retirement date.

Withdrawals

Participants can access their 401(a) plan funds through various methods, depending on the plan options:

Withdrawing When Employment Ends

When participants leave their jobs, they have the flexibility to withdraw funds from their 401(a) account as needed. They can choose to take a lump sum or make partial withdrawals. Automatic deposits to a bank account are also available for convenience. However, withdrawals taken before age 59½ may incur a 10% IRS penalty.

401(a) Rollovers

Participants who wish to move their retirement funds can roll over their 401(a) balance into other retirement accounts, such as 457 plans, IRAs, or another 401(a) plan. This option helps consolidate retirement savings and manage investments more effectively.

Withdrawing While Employed

While still employed, withdrawal options are generally more limited and vary by plan. Some plans may allow withdrawals of voluntary, after-tax contributions at any time. Additionally, withdrawals might be permitted after reaching certain ages, like 59½ or 70½. Withdrawals made after age 59½ while still employed typically avoid early withdrawal penalties.

Required Minimum Distributions (RMDs)

Upon leaving employment, participants must begin withdrawals by age 73* to comply with Required Minimum Distribution rules, ensuring they draw down their retirement savings according to tax regulations.

*Note: The age for Required Minimum Distributions (RMDs) may change with updates to tax laws. Participants should verify current requirements or consult a financial advisor for the latest information.

FAQs

1. What happens to my 401(a) plan when I retire?

A. Upon retirement, you can choose to receive your 401(a) funds as a lump-sum payment, periodic annuity payments, or roll them over into another qualified retirement plan or IRA.

2. Are there penalties for early withdrawal from a 401(a) plan?

A. Yes, withdrawals before age 59½ are subject to income tax and a 10% early withdrawal penalty, unless certain conditions are met.

3. What is the difference between a 401(a) plan and a 401(k) plan?

A. A 401(a) plan is typically used by government and non-profit employees with contributions often made only by the employer, while a 401(k) plan is common in for-profit industries and allows both employee and employer contributions.

4. Can an employee contribute to both a 401(a) plan and a 403(b) plan?

A. Yes, employees can contribute to both plans if eligible, as they serve different types of organizations and have separate contribution limits.