Administration

Considerations for Settling Pension Obligations

By Corie Russell editors@plansponsor.com | October 26, 2012
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October 26, 2012 (PLANSPONSOR.com) - For today’s frozen defined benefit (DB) plans, the question is not if they will settle—it’s more about “how” or “when.”

“We think 2012 is sort of the beginning of a tipping point [for the settlement market],” Jay Dinunzio, senior consultant at Dietrich & Associates, said during a webinar titled “The Next Big Thing in the Pension Market—Liability Settlements.”

The “how” of a pension settlement—discharging all or a portion of an employer’s pension benefit obligation—is the decision to offer participants either a lump sum they elect to receive, or an annuity. The “when” has become complex because of factors including the low interest rate environment and many underfunded plans. In order to settle obligations, plan sponsors must also recognize the significant added costs associated with it, Dinunzio said.

The decision to settle is a deviation of “business as usual,” so plan sponsors must overcome the psychological hurdle of breaking out of their routine, he added.

This summer, General Motors Co. announced it would offer lump-sum payments to select retirees and monthly pension payments to others administered by The Prudential Insurance Company of America. The retirement plan actions resulted in an expected $26 billion reduction of G.M.’s U.S. salaried pension obligation, the largest insured annuity settlement in U.S history (see “GM Transfers Some Pension Risk”). Trailing behind it is Verizon Communications Inc., which announced in October it had signed a partial pension buyout deal to transfer approximately $7.5 billion of the Verizon Management Pension Plan obligations to Prudential (see “Verizon Signs Partial Pension Buyout Deal”).