Aaron Juckett President CPA, CPC, QPA, QKA ESOP Partners LLC Phone: 920-659-6000 Toll Free: 800-837-3112 Direct: 920-659-6002 Fax: 866-337-1095 AJuckett@ESOPPartners.comESOPPartners.com OneStopESOPBlog.com
The 113th Congress
The 112th Congress
The 111th Congress
401(k) Deferral Limit - $18,000
Annual Additions Limit - $53,000
Maximum Compensation Limit - $265,000
Catch-Up Contribution Limit - $6,000
Highly Compensated Employee - $120,000
ESOP 5-Year Distribution Threshold - $1,070,000
ESOP Additional Year Threshold - $210,000
2015 Pension Plan Limits
2014 Pension Plan Limits
1989 - 2013 Plan Limits
Many ESOP companies either make or have considered making a safe harbor matching or discretionary contribution in their ESOP or 401(k) plan. As the year-end approaches, now is a good time to revisit the safe harbor contribution rules.
At the time a business owner or company begins the process of exploring an employee stock ownership plan (ESOP) as a component of their Business Succession Plan, many have never established a functioning Board of Directors. More often than not, the shareholder serves as the only member of the Board, while also serving as the President of the company. Of those that do have a Board, many operate the Board as nothing more than an extension of the senior management team to make short-term operational decisions rather than long-term, strategically focused Corporate Governance.
The IRS has announced the 2015 pension plan limits, including the following:
We have been exploring how an ESOP can be a key component of your Business Succession Plan. Selling to an ESOP helps the business owner Maximize the After-Tax Proceeds, Providing the Greatest After-Tax Return while at the same time Increasing the Cash Flow of the Company by Eliminating the Company’s Ongoing Income Tax Obligation. In other words, the tax savings for Incorporating an ESOP in your Business Succession Plan will provide the funding for the sale of the company to the ESOP.
Last week was the start of ESOP Employee Ownership Month (EOM) 2014. In my August 2013 ESOP Report article "It’s Not (Just) What You Say, It’s How Often You Say It," I discussed how EOM can also be used to promote your ESOP internally. Daily or weekly celebrations and events are commonplace, and provide multiple opportunities to keep the ESOP fresh in the minds of your employee owners.
ESOP Association President, J. Michael Keeling announced the start of Employee Ownership Month 2014:
We have been discussing how the recent ESOP Economic Performance Survey (EPS) revealed that 93% of ESOP companies found that establishing an ESOP was “a good business decision that has helped the company.” While there are many reasons for this, one of the significant reasons is because S Corporation ESOP companies are not subject to income taxation (federal and most states), increasing cash flow and providing the company with a competitive advantage. Yes, you read that right, S CORPORATION ESOP COMPANIES ARE NOT SUBJECT TO INCOME TAXATION!
The results of the ESOP Economic Performance Survey (EPS) were released last week – 93% of ESOP companies found that establishing an ESOP was “a good business decision that has helped the company.” If a business owner is interested in preserving the long-term success of the company and its employees after he/she leaves or sells the company, this is a pretty strong indicator that an Employee Stock Ownership Plan (ESOP) would be an ideal way to accomplish that objective.
The Employee Ownership Foundation published the results of the 23rd Annual ESOP Economic Performance Survey (EPS):
The ESOP repurchase obligation is the company’s obligation, as created by the ESOP put option, to buy back shares from ESOP participants according to the company’s ESOP document and ESOP Distribution Policy.
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