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Key factors affecting selection 1 Owner s personal objectives A Tax considerations Maximize personal tax bene ts B Capital needs at retirement Maximize personal retirement bene ts and achieve retirement income goals/objectives C Capital needs at death Provide estate protection 2 Business s objectives A Tax considerations Reduce corporate income tax B Cash ow situation and outlook Variable, stable, or increasing cash ow; projected cash ow in the future C Employee demographics Reward valued employees, motivate employees, reduce turnover, increase employee satisfaction D Comparison of de ned contribution and de ned bene t plan alternatives (1) Maximize the proportion of plan costs that bene t highly compensated employees (a) De ned bene t plans These provide the maximum bene t for key employees when key employees are generally older than rank-and- le employees; they include service-based contributions or bene t formulas that are in favor of key employees (b) Age-weighting Age-weighted plans constitute an allocation method to increase the contributions to a QRP for the bene t of the older HCEs by weighting for age and compensation This is not discriminatory as long as the allocation method is applied uniformly to all participants (c) Cross-testing With this method, nondiscrimination in a de ned contribution plan is determined by looking at projected bene ts under the plan at each employee s retirement age, rather than looking at the amounts contributed by the employer each year New comparability plans are tested under cross-testing rules to satisfy nondiscrimination requirements i A new comparability plan is one in which the compensation percentage formula for one category (rather than strictly age) of participants is greater than the formula for other participants

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probability [36] However, because of the limited resources of the mobile terminals, it is seldom practical to deploy complicated diversity schemes (such as MRC, discussed in Section 101, multiple-input/multiple-output (MIMO) MRC addressed in Ref 38, or even more sophisticated optimum schemes that will be covered in detail in 11), especially over the downlink, and hence the number of available diversity branches at the receiver is often limited to two In this section, we highlight the main contributions of the work published in Ref 37 and revisit two low-complexity dual-branch diversity schemes, namely, selection combining (SC) and switch-and-stay combining (SSC) (which were covered in 9 in the absence of co-channel interference) and investigate their outage probability in a single-interferer Rayleigh fading environment This interference/fading scenario applies to sectorized or lightly loaded macrocellular networks for which the consideration of a minimum CNR constraint is important for an accurate system prediction.

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Topic 79: Plan Selection for Businesses - 269 ii The plan must contain a de nite predetermined formula for allocating contributions made to the plan participants iii Typically, substantial contributions are made for the favored and older employees, and much lower contributions for other employees (d) Section 401(k) plans Traditional plans allow a higher rate of contribution to HCEs under the ADP test, as long as there is maximum participation by NHCEs Safe harbor plans and SIMPLE 401(k) plans allow employers to avoid ADP/ACP testing (e) Social Security integration Recall that Social Security favors the lower-income employees, that is, below the SSWB It is, by design, discriminatory against the business owner and the more highly compensated employee Provide a savings medium that employees perceive as valuable (a) De ned contribution plans Every de ned contribution plan has individual accounts, so each employee knows how much his or her personal bene t is worth (b) Cash balance plans These plans tend to provide greater bene ts to younger employees with shorter service, as compared with other de ned bene t plans (c) Plans with employee participation Section 401(k) plans allow an employee to make before-tax salary reductions Provide adequate replacement income for each employee s retirement A de ned bene t plan is the best vehicle if adequate replacement income is an employer s objective The following is a list of reasons: (a) De ned bene t plans provide bene t based on nal compensation, not necessarily years of service De ned contribution plans provide bene ts directly related to years of service, because newer employees cannot accumulate substantial savings (b) The employer guarantees the bene t There is no investment risk for employees in a de ned bene t plan (c) Employer funding is mandatory (d) The plan can provide maximum life insurance Create an incentive for employees to maximize performance (a) Pro t-sharing plans (b) ESOP/stock bonus plans (c) Any other de ned contribution plan or cash balance plan Minimize turnover (a) De ned bene t plan versus de ned contribution plan Both plans reward employees who stay until retirement De ned bene t plans provide bene ts that are generally based on years of service; de ned contribution plans have bene ts that continue to grow with each year of service However, de ned contribution plans are generally portable, allowing employees to move between jobs (b) Graduated vesting minimizes the cost of covering short-service employees Encourage retirement De ned bene t plan works best to encourage retirement because: (a) No further bene ts can be earned upon reaching designated retirement age in the plan (b) It designs a subsidized early retirement incentive Maximize employer contribution exibility Pro t sharing plans and SEPs offer the most exibility Other types of plans have less exibility in one way or another.

It also applies to the multiple-Rayleigh-interferer case under the (pessimistic) assumption that the interferers add up coherently [28] Although more complicated interference and fading scenarios are also of interest, the closed-form results obtained in this work provide useful insight for the design of dual-diversity systems in the presence of co-channel interference Recall that in SC, the diversity combiner always picks the best branch by continuously monitoring both branches whereas in SSC, only the selected branch needs to be continuously monitored and a switch occurs only when the selected branch becomes unacceptable When a diversity combiner is subject to co-channel interference, the combining decision algorithm is not unique [36] More speci cally, the selection of branches for SC can be based on the total (desired plus interference) power, the desired signal power, or the CIR of the received signal at each branch output.

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