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Self-Insurance: In a self-insurance arrangement, the employer funds the health plan entirely. This gives them greater control over plan design and the opportunity to make cost-effective choices, like establishing stop-loss limits.
A 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions.
Deferred compensation plans allow employees to withhold a certain amount of their salaries or wages for a specific purpose. Deferred compensation plans can be qualified or non-qualified. Qualified plans fall under the Employee Retirement Income Security Act and include 401(k)s and 403(b)s.
How are distributions from nonqualified deferred compensation plans taxed to the employee? They are taxed as ordinary income.
Your employer will set aside funds in your deferred compensation plan, and the exact amount will be determined by an agreement. You don't have to pay federal income taxes on the contributed funds until you receive the money at a later date, but Social Security and Medicare taxes could apply.
MO Deferred Comp is a 457(b) governmental savings plan. What makes 457 plans special is that you have penalty-free access to your savings before age 59 1/2 as long as you've separated from service (left your job or retired).
HMOs contract directly with employees. HMOs provide benefits on a prepaid basis. PPOs differ from HMOs in that they do not provide benefits on a prepaid basis and employees often are not required to use the preferred providers.
Section 401(k) Plans, Section 403(b) Plans and governmental Section 457(b) Plans generally permit employees to defer compensation on a pre-tax basis.