An Equilibrium Theory of Retirement Plan Design

2020 ◽  
Vol 12 (2) ◽  
pp. 22-45 ◽  
Author(s):  
Ryan Bubb ◽  
Patrick L. Warren

We develop an equilibrium theory of employer-sponsored retirement plan design using a behavioral contract theory approach. The operation of the labor market results in retirement plans that generally cater to, rather than correct, workers’ mistakes. Our theory provides new explanations for a range of facts about retirement plan design, including the use of employer matching contributions and the use of default contribution rates in automatic enrollment plans that lower many workers’ savings. We provide novel evidence for our theory from a sample of plans. (JEL D86, G51, J26, J32, J41)

Author(s):  
Angela A. Hung ◽  
Jill Luoto ◽  
Jeremy Burke ◽  
Stephen P. Utkus ◽  
Jean A. Young

AbstractAutomatic enrollment has substantially increased employee participation in defined contribution plans. Yet little is known about how retirement plan design features influence retirement wealth accumulation in a setting of labor market turnover. We find that employees separating from jobs with automatic enrollment plans are significantly more likely to take a cash distribution (and potentially pay a tax penalty) than those separating from jobs with voluntary enrollment plans, offsetting some of the benefits from automatic enrollment. Yet given the sizeable improvements in plan participation from automatic enrollment, wealth accumulation for automatically enrolled participants, net of cash-outs and penalties, remain higher than it would have been under voluntary enrollment.


Unpaid caregiving has always been widespread in the U.S. and is a growing phenomenon, especially in response to an aging population. Unpaid caregivers can experience adverse labor market outcomes such as less pay, fewer hours at work, and greater job instability. These negative labor market outcomes could translate into lower retirement savings. Our analysis of the Federal Reserve’s Survey of Consumer Finances indicates that unpaid caregivers have lower retirement savings because they are less likely to participate in retirement plans at work and have lower contributions relative to pay. Single women, in particular, see declines in retirement security associated with unpaid caregiving. That is, caregiving further exacerbates an already existing retirement income security gap by gender. The data thus lend support to efforts to increase access to retirement savings plans for people with less job stability and fewer hours and to give more people paid sick leave at their job.


1998 ◽  
Vol 30 (6) ◽  
pp. 32-37
Author(s):  
Dennis R. Ackley

For the most part, account-based pension plans are not traditional long-service retirement plans. They are "when your service ends" plans, whether the employee leaves to retire or start a new job or vocation, and they are much like savings plans. They are also a new approach to helping employ-ees understand and accumulate their financial resources. Easier to explain to employees than more traditional pension plans, account-based plans still present stumbling blocks in terms of how to successfully introduce them to your orga-nization. Why the new plan is being introduced and what it is intended to do and not to do are the toughest and most important communication challenges that need to be met. Key communica-tion elements include proper naming of the bene-fit (don't call it a retirement plan) and demonstrating your organization's intended people strategy.


2019 ◽  
Vol 20 (2) ◽  
pp. 367-379
Author(s):  
Charles Fried

Abstract In The Choice Theory of Contracts, Hanoch Dagan and Michael Heller state that by arguing “that autonomy matters centrally to contract,” Contract as Promise makes an “enduring contribution . . . but [its] specific arguments faltered because [they] missed the role of diverse contract types and because [it] grounded contractual freedom in a flawed rights-based view. . .. We can now say all rights-based arguments for contractual autonomy have failed.” The authors conclude that their proposed choice theory “approach returns analysis to the mainstream of twentieth-century liberalism – a tradition concerned with enhancing self-determination that is mostly absent in contract theory today.” Perhaps the signal flaw in Contract as Promise they sought to address was the homogenization of all contract types under a single paradigm. In this Article, I defend the promise principle as the appropriate paradigm for the regime of contract law. Along the way I defend the Kantian account of this subject, while acknowledging that state enforcement necessarily introduces elements — both normative and institutional — for which that paradigm fails adequately to account. Of particular interest and validity is Dagan and Heller’s discussion of contract types, to which the law has always and inevitably recurred. They show how this apparent constraint on contractual freedom actually enhances freedom to contract. I discuss what I have learned from their discussion: that choice like languages, is “lumpy,” so that realistically choices must be made between and framed within available types, off the rack, as it were, and not bespoke on each occasion. I do ask as well how these types come into being mutate, and can be deliberately adapted to changing circumstances.


AERA Open ◽  
2019 ◽  
Vol 5 (3) ◽  
pp. 233285841987405
Author(s):  
Lauren Schudde ◽  
Kaitlin Bernell

Although decades of research highlight the impact of schooling on earnings, less evidence exists regarding other employment outcomes. Nonwage labor market returns to education are important in the United States, where health insurance and retirement income are typically tied to employment. Using longitudinal, nationally representative data, we examine the role of educational attainment in predicting nonwage employment outcomes and control for a host of individual and institutional measures. Even after controlling for individual and institutional characteristics, results indicate that educational attainment predicts employment and markers of “good” jobs, like access to employer-provided health and dental insurances, retirement plans, and paid leave. Furthermore, by delineating between various subbaccalaureate levels of college attainment, our results illustrate the complex variation in returns to college for those who did not complete a 4-year degree.


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