Retirement Plans For Church Employees

Retirement Savings Options For Ministers

Retirement Savings Plan Understanding Your Choices as an Employer

Whether or not you ever want to stop working, it is important to plan and prepare for retirement just in case your health or your wife force you to slow down at some point. A lot of people say that their retirement plan is to simply not retire, but real life has shown us that that isnt always an option.

Knowing that, it is irresponsible not to plan for being unable to work someday. The biggest part of a retirement plan is saving money now, while you are still working, so you will have something to live off of when you stop working. Just creating margin in your budget to be able to save for the future is the biggest battle. If you can start to actually save, then its all fairly easy after that.

While stock-piling cash in a can under your bed is better than what a lot of Americans are doing , there are smarter ways to save for retirement. There are ways that will allow your money to grow and earn interest and ways that your money can legally avoid taxation. Here are the top four ways for ministers and pastors to save for retirement.

The Lay Dc Plan Is A Defined Contribution Plan It Is Administered By Fidelity Investments

As a lay employee, you may participate in and contribute your own money to the plan regardless of whether you meet the eligibility requirements of General Convention Resolution 2009-A138.
If you meet the eligibility requirements of General Convention Resolution 2009-A138, however, your employer is required to make a contribution to an account in your name based on a percentage of your compensation. In addition, your employer may match your contributions up to a pre-determined maximum.
– Generally, employers contribute 5% of your compensation and will also match your contribution up to 4% of your compensation.

You can make a contribution to your account on a pre-tax basis or after-tax basis. Pre-tax contributions reduce your current income for federal income tax purposes.

Your contribution and earnings grow tax-deferred, and you pay taxes when you begin to withdraw from the account.

When you retire, the value of your savings depends on how much was contributed to the account and investment performance.

For details on the plan, enrollment, and investment options, see Defined Contribution Plan.

What Features Should A Church Look For In A Retirement Plan

One of the best features of a non-ERISA plan is the fact that you can favor certain employees, or discriminate. For example, lets look at a church that has one pastor and a couple of regular full-time employees that are not pastors. The church could make the same employer contributions to each persons account or they could offer the pastor one amount and the other employees a different amount . For churches who want to help their pastor but cant afford to do as much for their staff as well, this is a great opportunity.

I have seen churches address this in a variety of different ways. Some churches match up to 6% while others do not. Some dont do matching contributions but rather contribute a fixed amount. Some contribute only for their pastor while others make contributions for all employees. It really is that flexible.

Other beneficial retirement plan features that are often overlooked are the available contribution types. You can offer both pre-tax and post-tax employee contributions. Employers can offer matching contributions and discretionary contributions. When I design plans for my clients, I like to make them as flexible as possible with a wide range of options.

With contribution limits much higher than individual IRA limits, having a church-sponsored plan can be a real blessing for pastors and also gives churches more flexibility in how they compensate their staff.

Housing Allowance Benefit For Credentialed Clergy

One of the significant advantages of a 403 church plan like the one FCMM offers is the opportunity for all credentialed staff members to receive the clergy housing allowance tax benefit throughout retirement.

A common question often arises: How can I get housing allowance when I am no longer employed by a local church or serving in the mission field? The IRS considers all retirement benefits as deferred income. Thus, if contributions were made to your retirement account through FCMM when you qualified for the clergy housing tax benefit, then you also qualify for the tax advantage to apply to your retirement benefits, even though you may no longer be serving in a full-time ministry position.

FCMMs procedure for all retired ministers and missionaries is similar to what is currently practiced by a local church or mission board. However, the Member does not submit a housing allowance request FCMM designates 100% of distributions as housing-allowance-eligible. The retired minister must keep his actual housing expense records in order to justify the amount of the annual FCMM benefit that actually went to housing expenses. Any amount above those qualified housing expenses or above the fair rental value of the property, whichever is lower, would be subject to income taxes.

Any amount greater than either those qualified housing expenses or the fair rental value would be subject to income taxes.

How Can You Determine The Status Of Your Plan And If Your Organization Is Eligible

How Can A Church Sponsor A Retirement Plan?

Many employers eligible to participate in church plans are unaware of the church plan specifics and establish individual employer plans for their employees. Using form plan documents supplied by consultants or brokers that are offered to any nonprofit, including religious organizations, eligible employers may believe that their plans have elected ERISA status because their documents include ERISA protections and refer to the Department of Labor.

The use of such form documents does not mean that the eligible church-related employer has elected to have its plan subject to ERISA. To be subject to ERISA, a church plan must take affirmative action to make an election. Once an election is made, it is irrevocable for the plan.

Your current plan is subject to ERISA if

the employer or its plan administrator made an affirmative election under Section 410 of the Internal Revenue Code and
the election was filed with the IRS.

Filing of ERISA disclosure forms or including ERISA language in a plan document does not constitute an election under 410.

How To Take Invested Money Out Of The Plan

There are two options for participants wanting to access the money invested in the 403 account. If participants are still employed, they may take a Loan from their account.

Please see the Loan option below for details. If the participant is no longer employed by an employer that offers MERP or has retired then they can use a Distribution form to access their investments.

What Retirement Plans Can Nonprofits Use

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Nonprofit organizations can offer intrinsic benefits to employees, and they can also provide traditional benefits like retirement plans. Employees will eventually stop working someday, and a workplace retirement plan is one of the most powerful tools for building significant retirement savings. Whats more, those plans may provide tax advantages that staff members cant find outside of the workplace.

So, which types of retirement plans work best for nonprofit organizations?

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Enrolling Employees In The Retirement Savings Plan

Ready to enroll your employees in the Retirement Savings Plan of the Presbyterian Church ? Here are step-by-step instructions.

Follow these steps to offer the Retirement Savings Plan to your employees and enroll them in the plan.

Automatic enrollment/increase, available if your payroll system meets certain requirements, can help employees benefit from long-term retirement savings and increase the percentage of pay saved over time. To implement this feature, or if you have any questions related to the Retirement Savings Plan, call the Board of Pensions at 800-773-7752 .

Retirement Savings Plan 403

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The Episcopal Church Retirement Savings Plan 403 is a tax-deferred plan allowing clergy and lay employees to contribute their own money toward their retirement savings.

RSVP features:

Pre-tax and after-tax contribution options
Ability to transfer assets and change the allocation of future contributions online or by phone
24/7 access to your account

Daily valuation
Loan option

RSVP offers 12 investment options, so you can prepare for your retirement in the way that best serves your needs. Go to the Active Clergy section of this website for details about the Retirement Savings Plan.

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Join The Ministry Retirement Plan Association & Participate In The 403 Church Retirement Plan

The first step to enrolling your organization in the 403 Church Retirement plan is to join the Ministry Employees Retirement Plan Association.

The enrollment packet below contains all of the necessary forms to join the association and enroll your organization in the retirement plan.

If you need assistance, you can watch the associated video or call one of the plan advisors.

Healthcare Facilities Under Investigation

Mercy Health
Baptist Memorial Health

Stapleton, et al. v. Advocate Health Care Network & Subsidiaries, et al. This lawsuit alleges that the non-profit healthcare corporation Advocate Health Care Network and Subsidiaries is violating numerous provisions of the Employee Retirement Income Security Act , while wrongfully claiming that the Advocate Health Care Network Pension Plan is exempt from ERISAs protections because it is a Church Plan. This lawsuit is currently pending in the United States District Court for the Northern District of Illinois.

Overall, et al. v. Ascension Health, et al. This lawsuit alleges that the non-profit healthcare system Ascension Health Alliance and its subsidiaries improperly claim that their pension plans qualify as Church Plans under the Employee Retirement Income Security Act . This lawsuit is currently pending in the United States District Court for the Eastern District of Michigan.

Rollins, et al. v. Dignity Health, et al. This lawsuit alleges that the non-profit healthcare corporation Dignity Health is violating numerous provisions of the Employee Retirement Income Security Act , while wrongfully claiming that the Dignity Plans are exempt from ERISAs protections because they are Church Plans. This lawsuit is currently pending in the United States District Court for the Northern District of California.

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What Makes 403 Plans Unique For Nonprofits

Although 401 plans have gained popularity for nonprofits, 403 plans offer several features that 401 plans cannot provide.

Reduced discrimination testing: Administering a 403 plan can be easier in some cases, especially if the organization doesnt plan to make employer contributions . Theres no requirement to complete a top-heavy test or contribution , and other requirements might be lighter. Those features may make it easier for highly-compensated employees to make significant contributions when other rank-and-file employees choose not to participate.

Additional catch-up: If your plan permits, employees might be able to make additional catch-up contributions of up to $3,000 per year. But the organization and any employee taking that route both need to meet several criteria. The employee must have 15 years of service with the same employer, and the organization must be the right type of organization. That option might not be available unless you are a:

Public school system
Health and welfare service agency

Church
Convention or association of churches

Universal availability: 403 plans are typically available to all employees of the organization, with immediate entry into the plan. Some 401 plans limit enrollment to those who are at least 21 years old and who have worked for at least one year . That said, 401 plans are allowed to use less-restrictive criteria. 403 plans can exclude some categories of workers, like part-time employees, but you need to mind the details.

Logos Retirement 403 Church Plan

How To Create A Retirement Plan For Your Church Staff

Eagle Retirement Plans partners with Calvary Chapel Ramona to offer this retirement plan designed specifically for independent, non-denominational churches. This plan was originally designed for Calvary Chapel Churches, but is now available to all non-denominational churches. Our desire is to help the small independent, non-denominational churches receive the same benefits and retirement plan choices as large mainline denominations, while maintaining their independence. Logos Retirement is a comprehensive retirement program available to all church employees pastors, support staff, school and bookstore personnel, etc. A low-cost competitive fee structure makes this plan affordable for any size church. This plans outstanding plan offerings help employees reach their retirement goals.

All Employees If You Have Questions About Your Benefits Feel Free To Call The Number Below Or Schedule An Appointment With A Benefits Counselor

Self-Enroll on Workday:

Need to add a dependent or beneficiary? Navigate to the Benefits app on the Home Page, click on Dependents and/or Beneficiaries under “Change”, and enter the required information. Complete this step before completing Open Enrollment.

Navigate to your Inbox and find the Open Enrollment task. Click on “Let’s Get Started”.

Once you’ve made all your selections, click “Review and Sign”. Review the summary, then scroll to the bottom, check “I Accept” and then “Submit”. Be sure to PRINT or SAVE your Confirmation Statement for your records.

First Time Enrolling?

Password = current password used to login to your email/computer

Schedule an appointment with a benefits counselor below during the enrollment period.

Best Retirement Plans For 2021

Having one or more retirement accounts can help you realize your long-term financial goals, including growing wealth and securing a comfortable retirement. Workplace plans, Individual Retirement Accounts and self-employed retirement accounts are just some of the ways you can save. With so many options to choose from, you may be wondering where to put your money. Reviewing the best retirement plans for 2021 can help with deciding how to invest for the future. Another big help with retirement planning is working with a financial advisor experienced in this area.

The Clergy Advantage 403 Retirement Plan Is Unique Because Your Benefits Are

Retirement benefits and options are so different for ministers. You need a clergy retirement plan that allows you to save state, federal and Social Security tax on contributions, grow the money tax-free and then provide tax-free distributions through your housing allowance. And thats only the beginning with qualified clergy specialists in your corner.

The Lay Db Plan Is A Defined Benefit Plan And Is Administered By Cpf

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You may participate in the plan only if you meet the eligibility requirements of General Convention Resolution 2009-A138.
Your employer contributes to the plan, but you may not.

– Your employer contributes 9% of your eligible compensation.
CPF manages the overall investment portfolio for the plan.
At retirement, your benefit is based on a formula that includes how long you worked and how much you earned. It is not tied to investment performance.

You must be vested in order to receive a retirement benefit.
As a participant in the plan, you and your surviving beneficiaries may be eligible for additional benefits.

Participants in the Lay DB Plan who wish to save additional funds for retirement can contribute to the Retirement Savings Plan , a 403 defined contribution plan.

For more information about the Lay DB Plan, including survivors benefits, see Defined Benefit Plan.

Tips & Resources – CPF Pension Plan Basics

If your employer participates in the Lay DC Plan, check to see if they match your contributions and how much the match is. If you can, contribute at least as much as your employer is matching you dont want to leave money on the table.

Learning Topics:

Selecting The Right Retirement Plan For Your Church

Hannah Lanser

Have you heard of the 403 plan? This type of plan, as opposed to an IRA, 403, 403 or a 401 plan, has two key benefits for ministers described in greater detail below. Many churches are using one of the other categories of plans as opposed to the more advantageous 403. There are multiple reasons for this. Typically, the retirement plan vendor of choice is either a local financial representative who does not specialize in church retirement plans, although they may be excellent personal financial advisors. Another driver for using the less desirable options is when the Finance Committee or the Chairman of the Board champions the kind of retirement plan they have at his or her company or place of employment.

What Are The Administrative Benefits Of Church Retirement Plans That Are Exempt From Erisa

Because the Retirement Savings Plan is a 403 plan, it is automatically classified as a church plan. As such, the Retirement Savings Plan is exempt from providing Form 5500s, audit requirements, and, for most employers, nondiscrimination testing.

As a benefit to employers, the Board of Pensions does provide certain notices to plan participants that are similar to those required by ERISA. The documents required by ERISA for which employers offering the Retirement Savings Plan are not responsible include the following:

Form 5500s
Summary Plan Descriptions

Summaries of Material Modifications

Church plans have many advantages, but being free of ERISA requirements does not mean that anything goes or that employers and employees who enroll in their employers’ plans, do not receive important protections. Church plans still need to conform to Internal Revenue Service regulations as well as state and other federal laws.

In administering the Benefits Plan, including the Retirement Savings Plan, the Board of Pensions is a fiduciary and required by law to act solely and exclusively in the best interests of the plan members and their beneficiaries. Thus, although exempt from ERISA, Retirement Savings Plan participants receive comparable disclosure and plan asset protections.

Investigation Of Pension Plans Electing Church Plan Status

Cohen Milstein is conducting an investigation of companies claiming an exemption from federal law by declaring that their pension or other retirement plans qualify as church plans. Pension plans that are church plans are not subject to many of the requirements of ERISA, the federal law that protects pension plan participants.