you experience financial hardshipsFor more detailed information refer to IRS Publication 571. You can obtain this document by clicking on IRS Publications and scrolling to Publication 571 Tax Sheltered Annuity Programs.

The government sets the standards as to how much money can be contributed into a 403(b). The maximum amount any individual under the age of 50 can contribute is $14,000 for the 2005 calendar year. Any individual age 50 or older may contribute up to $18,000 for the 2005 calendar year.

The government allows you to take a distribution from the 403(b) plan at age 59 ½ without paying any penalties. However, you would still be responsible for paying taxes on the distribution since your salary deferrals were pre-tax.

The 403b is a tax deferred retirement plan available to employees of educational institutions and certain non-profit organizations. Participants contribute to either annuity contracts with insurance companies, or to mutual funds with mutual fund companies. Contributions and investment earnings grow tax deferred until withdrawal (assumed to be retirement), at which time they are taxed as ordinary income. Withdrawals before age 59 1/2 are subject to a 10% federal income tax penalty.

Retire before age 55 — eligible for Substantially Equal Periodic Payments (SEPP). Participants who have retired early (before age 55), but want access to their 403(b) without penalty can do so using SEPP. This provision requires that you take a series of substantially equal periodic payments. The key is that once you start these payments they must continue for five years or until you reach 59 1/2, whichever takes longer.

Generally, distributions of funds in a salary reduction 403(b) are restricted by section 403(b)(11) of the Internal Revenue Code. In order for a distribution to take place, a qualifying event must occur. These events include death, disability, severance of employment or attainment of age 59 1/2. However, a distribution to an "alternate payee" will be permitted if pursuant to a qualified domestic relations order (QDRO).

Death benefits to be paid under a 403(b) plan depend on when death occurs and who is the designated beneficiary on the plan. The Internal Revenue Code states that distributions generally must be made from a 403(b) plan by the participants required beginning date, which is April 1 of the year following the year in which the participant attains age 70 1/2. Different rules apply to death benefits depending on whether or not death occurs before the required beginning date.

The PCA Retirement Plan allows transfers from 403(b)'s and 401(k)'s that you may have had with a previous employer. You will need to contact that employer and retrieve the appropriate forms from them for that transaction.

Yes. If you are a client and are actively participating in your company's 401(k), 403(b) or 457 plan, we will provide guidance assisting you to choose among the available funds in your company plan without additional charge. As a quid pro quo, we ask that you consider our firm for asset management when you withdraw your assets from your plan.

If you are still working for the employer who offers the plan, you may not roll the money out of that plan. Upon a distributable event (termination or retirement), you may then roll the money into the Choice Plan if you have an open Choice Plan account. You may not roll money out of a 457 plan from a tax-exempt or non-profit organization. Only money from a governmental 457 plan may be rolled into the Choice Plan.

Unfortunately we were not able to include supplemental retirement account (403(b) and/or 457) information on this year’s statement. We hope to include this information in the future. If currently enrolled, questions may be referred to company: http://www.ohio.edu/hr/benefits/retirement/sra_providers.cfm

Answer: IRS code section 403(b) allows all 501(c)(3) organizations, (churches, religious education organizations, health care, and charitable non-profit) to establish a pre-tax and tax-deferred employer sponsored retirement plan. The contributions may be made by just the employer, just the employee, or a combination of the two. *

Internal Revenue Code Section 403(b) authorizes a tax-sheltered retirement program using a payroll reduction system. It is designed to help employees of public schools, community colleges, state universities and non-profit 501(c)(3) organizations such as hospitals, churches, private schools and colleges set aside money regularly toward their retirement.

Generally, you may choose to reduce your salary by any amount that does not exceed the lesser of two limitations: If you are 50 or older on December 31 of a given year, you can contribute an additional amount as follows: For example, employees who are age 50 or older by the end of the year can contribute $20,500 ($15,500 plus $5,000 catch-up) assuming they make at least $20,000 in salary that year.

Your distribution will be taxed as ordinary income in the year received. Amounts remaining in the account will continue to grow tax-deferred until distribution. Federal income tax withholding applies only when a distribution occurs or is deemed to occur. Therefore, in the case of a transfer or direct rollover, withholding does not apply. If you receive a distribution that is eligible to be rolled over from your 403(b) program, a 20% mandatory income tax withholding will apply.

Options at death depend on who the named beneficiary is, as well as whether or not the death occurred before or after the required beginning date for distribution (i.e., 70 1/2). Some examples of options are: CA CO CT FL GA IL IN LA MA MD MI MO NC NJ NY OK PA TX VA For more information contact Inquiries@ lincolninvestment.com

Supplement Retirement Income - Most employees of educational institutions and other non-profit organizations are provided with a pension upon retirement. Few pension plans, however, provide an amount equal to salary. A 403(b) plan can provide a supplement to help close that gap. Lower Taxes - 403(b) contributions are made on a pre-tax basis which can greatly reduce your tax bill.

In most cases, the payments you receive, or that are made available to you from a 403(b) are taxable in full as ordinary income. In general, the same tax rules apply to distribution from a 403(b) that apply to distributions from other retirement plans. For more detailed information refer to IRS Publication 571. You can obtain this document by clicking on IRS Publications and scrolling to Publication 571 Tax Sheltered Annuity Programs.

The 403(b) is a tax deferred retirement plan available to employees of educational institutions and certain non-profit organizations. Participants contribute to either annuity contracts with insurance companies, or invest in mutual funds. Contributions and investment earnings grow tax deferred until withdrawal (assumed to be retirement), at which time they are taxed as ordinary income. The name 403(b) refers to the relevant section in the Internal Revenue Code.

To change your 403(b) contributions you must complete a Salary Reduction Agreement which is available here as a printable form or in the Human Resources Department.

b) account balances that existed on December 31, 1986 are not subject to the age 70 1/2 distribution requirement. However, any earnings on that balance are. Distribution from the 12/31/86 balance needs to start at age 75. This requirement is not found in the Internal Revenue Code, but rather in a letter ruling. Also, any distributions in excess of required distributions are deemed to reduce the 12/31/86 balance.

Yes, you may use funds from those plans to buy back service while you are still working. You will need to contact your 457 or 403(b) plan administrator to determine what paperwork they require and then complete a PERSI In-Service Transfer Verification (Form IVb) and Payment Agreement (Form 116).

Yes, the Choice Plan will accept rollovers even though you are no longer an active employee; however, you must have a Choice Plan account before your termination and maintain it (not close it out) after termination..

The 403(b) was established in 1958 by the federal government to encourage employees in certain tax-exempt organizations to establish retirement savings programs. The name refers to the relevant section in the Internal Revenue Code.