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Section 939A of Dodd Frank has a very interesting mandate to federal agencies. It requires federal agencies to review their regulations to determine those which require the use of a credit-agency rating in assessing the credit-worthiness of a security and:

“Each such agency shall modify any such regulations identified by the review conducted under subsection (a) to remove any reference to or requirement of reliance on credit ratings and to substitute in such regulations such standard of credit-worthiness as each respective agency shall determine as appropriate for such regulations.….”

This mandate, to my mind, is justified.   A number of practices of financial service companies (and, apparently, governments) are often geared to obtaining the favor of the (sometimes conflicted) rating agency, sometimes even acting as a substitute for their officers' better business judgment. There is pressure to defer to the ratings agency’s thoughts about the financial company’s business, even though the agency may well not fully understand the business of the companies they assess. Those rating agencies, and their opinions, are far short of infallible- and may often be seriously flawed.

This plays out in any interesting way in the development of a fiduciary standard for the purchase of lifetime income products for defined contribution plans. In developing any annuity fiduciary regulation, the DOL will likely be unable to reference rating agency standards (even when issuing prohibited transaction exemptions, it noted that it is “cognizant…. of the Congressional intent to reduce reliance on credit ratings and is considering alternative standards for use instead of, or in addition to, existing requirements for credit ratings in granted individual prohibited transaction exemptions").

I had blogged a few months back on the development of such an annuity standard, and had suggested extensive reference to the credit ratings. Thinking it through, however, I now realize I was just using a “lazy man’s” way out to make the standard sound more legitimate.  In reality, actual ratings may or may not be relevant as, somtimes, the higher rating is not necessarily the best for the plan or the participants. A classic circumstance is where the “cost” of getting the higher rating (by means, for example, of establishing higher reserves) on the annuity product results in a higher priced annuity-without necessarily any commensurate, and real, increase in “safety.”

So, let me recast my suggestions for a safe harbor. 

The DOL could require, as part of a safe harbor, that the insurance company which provides the annuity product being purchased by the plan should be prepared to describe to the fiduciary the following, in terms the fiduciary can understand:

-Provide an explanation of any assessment of its financial condition that independent third parties have provided to it, or have been disclosed to a regulatory authority (such as the state insurance department) without reference to any rating which as been assigned to it.

-Describe any material changes in its financial condition in the past five years and describe why. Have those changes affected the interest rate upon which annuity pricing is based? 

-Explain how the state guaranty association rule would apply to the company’s product being sold.

- Describe material outcomes of the most recent state insurance exams.

-Explain the level of reserves, and why they were chosen.

-Describe the risk profile of the investment portfolio that supports the annuity contracts.

In a vacuum, the answers to these questions may mean little to the fiduciary. However, when compared to the answers of a competing insurance company, they could take on a quite a bit of relevance.

The fiduciary would use the answers using these sort of standardized questions (and a few others), focusing on the close details that are indicative of financial strength (or trouble), to arrive at a prudent decision-especially when used to compare the answers of other insurers.  It could possibly have the effect of putting insurance more into the vernacular and make it an extremely useful safe harbor. It could act to help guide fiduciaries through some of the dense and often arcane material that is related to insurance, and to help sort out what is impotent’s to what really is important. 

 

 

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Any discussion on any tax issue addressed in this blog (including any attachments or links) is not intended to be used, and cannot be used, for purposes of avoiding penalties imposed under the United States Internal Revenue Code or promoting, marketing or recommending to another person any transaction or tax-related position addressed therein. Further, nothing contained herein is intended to provide legal advice, nor to create an attorney client relationship with any party.   

 

 

 

 

 

 

A couple of months ago, I began writing about the fiduciary concerns related to the purchase of annuities as distributions from  individual account DC plans. In that Part 1, I noted that there are five elements, so called "I's", which need to be addressed by any plan annuity. In that blog I focused on  "irrevocably", the fiduciary risk of what I called the "30 year risk"-on how one gets comfortable with the inherent risk of an insurance company failing over an annuitant's lifetime.

Inflexibility and Inaccessibility

 These two "I's" are closely related, as they really point out the nature of annuity products which are purchased for annuitztion from DC plans: they are plan investments. Treating them otherwise risks turning the DC plan into a DB plan, the ultimate disaster for this kind of program. So the fiduciary focus should be on how to address these elements in choosing annuities as investments under the plan.

Lets talk about what the fiduciaries need to deal with, and about what I mean when I say say irrevocable and inflexible. Traditional annuities are inflexible. Period. You get the monthly benefit you pay for. They provide a very valuable benefit which should be part of anyone's retirement planning, but this inflexibility can be scary, as it takes away from the participant the ability to address unexpected contingencies. This fear comes from the second point: the funds used to buy the traditional annuity are gone for good. Other than payments made under a survivor annuity, the traditional annuity doesn't give the participant any access to funds to pay for contingencies, nor does it typically pay a death benefit. So what's a fiduciary to do?

It's a plan investment. Unlike a DB plan, Including the annuity in a DC plan is a fiduciary decision-not a settlor function. So plug something like this into the normal fiduciary process:

  1.  Decide whether you really want this sort of traditional annuity within the plan, and whether you want to limit the purchase to a portion of the participant's account balance. Check with the annuity company. There are number companies that have a variety of features which address these issues: some have death benefits; some are "cashable," having some sort of surrender benefit; some have a guaranteed payment over time.
  2. Check for annuity purchase rates. Though "fees" are the typical focus of fiduciaries, that's not not the proper inquiry for these sorts of annuities-it really is all about seeing how much benefit can be purchased for what price. Check commissions.
  3. Make sure the annuity is designed for a retirement plan: make sure there are unisex mortality; that it can do the proper Schedule A reporting; that there can be appropriate valuation; and if there's a death benefit, the incidental benefit rules are met. Depending on the type of contract and features, there may be a couple of more things to check out.
  4. Decide whether to hold the annuity in the plan and pay the benefit out from the plan; or issue the annuity from the plan as a plan distributed annuity. If distributing, make sure the plan document permits in-kind distributions.
  5. Review the range of variable and living benefits that may be available, where, inflexibility and inaccessibility are not a problem.
  6. If allowing participants a choice of annuities, if an advisor is used, and any of products are registered products, make sure the advisor follows FINRA's suitability rules.

Of course, check out the insurance company (see Part 1).

Next up: Invisibilty: the sale/advising side of annuities

Any discussion on any tax issue addressed in this blog (including any attachments or links) is not intended to be used, and cannot be used, for purposes of avoiding penalties imposed under the United States Internal Revenue Code or promoting, marketing or recommending to another person any transaction or tax-related position addressed therein. Further, nothing contained herein is intended to provide legal advice, nor to create an attorney client relationship with any party.  

 

 

 

I sat sown this morning to follow up with Part 2 of my mini-series addressing the fiduciary risks in purchasing DC annuities (link here to Part 1), when a Plan Sponsor magazine article caught my attention. It spoke of a study which linked  the lack of pensions with the risk of poverty among women and minorities. The study, by the National Institute on Retirement Security, claims that it provides hard data on the unique impact of defined benefit type of income on older Americans' economic well-being.

I do not know the Institute or the authors of the study, and the conclusions raise a while host of issues related to whether its the pensions or the type of employment related to the pensions. But the fundamental issue is one which served as a basis of my (now becoming) annual Mother's Day blog, "ERISA and Mom," . If I recall, it was studies like these which were presented to Congressional hearings leading to the passage of Retirement Equity Act of 1984. It also means that the risks may not have changed all that much over the past 25 years.

If the study holds water, it really does help answer the question of "why annuitize from a defined contribution plan?"  If there is indeed a demonstrable impact of maintaining a DB type of  program instead of just a DC type of program, annuitizing from a DC plan may be attractive to employers.

DC annuitization does some things a DB program cannot: it permits an employee to elect what percentage of his or her retirement benefit can be used to provide lifetime guarantees while permitting the choice between a wide variety of carriers with a wide variety of terms.

It may provide further impetus for employers who really do want a DB program but do  not want to deal with the risk exposure, hassle and expense of maintaining one.