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pension1

  (pĕn'shən) pronunciation
n.

A sum of money paid regularly as a retirement benefit or by way of patronage.

tr.v., -sioned, -sion·ing, -sions.
  1. To grant a pension to.
  2. To retire or dismiss with a pension: “Some French farmers suggest that the Government pension off the older and less efficient farmers” (E.J. Dionne, Jr.).

[Middle English pensioun, payment, from Old French pension, from Latin pēnsiō, pēnsiōn-, from pēnsus, past participle of pendere, to weigh, pay.]

pensionable pen'sion·a·ble adj.
 
 
Investment Dictionary: Pension Fund

A fund established by an employer to facilitate and organize the investment of employees' retirement funds contributed by the employer and employees. The pension fund is a common asset pool meant to generate stable growth over the long term, and provide pensions for employees when they reach the end of their working years and commence retirement.

Investopedia Says:
Pension funds are commonly run by some sort of financial intermediary for the company and its employees, although some larger corporations operate their pension funds in-house. Pension funds control relatively large amounts of capital and represent the largest institutional investors in many nations.

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Fund set up by a corporation, labor union, governmental entity, or other organization to pay the pension benefits of retired workers. Pension funds invest billions of dollars annually in the stock and bond markets, and are therefore a major factor in the supply-demand balance of the markets. Earnings on the investment portfolios of pension funds are Tax Deferred. Fund managers make actuarial assumptions about how much they will be required to pay out to pensioners and then try to ensure that the Rate of Return on their portfolios equals or exceeds that anticipated payout need. See also Approved List; Employee Retirement Income Security Act (ERISA); Prudent-Man Rule; Vesting.

 
Thesaurus: pension

verb

    To remove from active service. retire, superannuate. Idioms: put out to pasture. See keep/release.

 

Series of periodic money payments made to a person who retires from employment because of age, disability, or the completion of an agreed span of service. The payments generally continue for the rest of the recipient's natural life, and they are sometimes extended to a widow or other survivor. Military pensions have existed for many centuries; private pension plans originated in Europe in the 19th century. There are two basic types of pension plans: defined contribution and defined benefit. A defined contribution plan invests a defined amount each pay period. The individual may have some discretion as to how the money is invested. The benefit, the amount of the pension, depends on the success of those investments. A defined benefit plan pays a known amount according to some formula, but the amount invested in the fund may vary. Pensions may be funded by making payments into a pension trust fund or by the purchase of annuities from insurance companies. In plans known as multiemployer plans, various employers contribute to one central trust fund administered by a joint board of trustees.

For more information on pension, visit Britannica.com.

 
periodic payments to one who has retired from work because of age or disability. Pensions, originally thought of as charity, are now viewed as an essential part of the social responsibility of employers or of the state. In the Roman Empire there was a well-established pension system to care for soldiers who were disabled or had grown old. The French government early in the 19th cent. and then the British (1834) made provision for superannuated public servants.

In the United States pensions in various forms have been given to veterans of all wars since the Revolution; military pensions are now covered by the Servicemen's and Veterans' Survivor Benefits Act (1957). Retired servicemen and servicewomen receive, after 20 years of service, 50% of their base pay at time of retirement, with automatic increases as indicated by the Consumer Price Index. Civil-service pensions were developed later in the United States than in W Europe. Old-age pension plans were drawn up by cities for certain groups of public employees—firefighters, police officers, and teachers—which provided for compulsory contributions from the employee. Pensions for federal employees were authorized in 1920.

The idea of extending such protection to all citizens also appeared earlier in Europe (notably in Germany) than in the United States, where it was a 20th-century development (see social security). Many corporations and groups (such as labor unions, professional associations, and colleges) had made provision for pensions before the social security legislation was passed in 1935, and many groups now have pension plans that supplement social security.

Until the 1940s, pension plans in private industry were set up primarily on the initiative of the employer. As workers gained the right to submit pension plans to collective bargaining, the number of people covered in the United States by pensions grew from 4.1 million in 1940 to 65.6 million in 1999, about 44% of all workers. With more than $6.9 trillion in assets in 1997 (up from only $2.4 billion in 1940), these plans exert a major impact on the economy because the money is invested in stocks, bonds, and real estate. At the same time, the financial health of pension plans can be adversely affected by drops in the value of their investments, as happened after the late 1990s stock market bubble burst. The Employee Retirement Income Security Act (1974) established regulations to protect pensions from mismanagement and created a federal agency, the Pension Benefit Guarantee Corporation, to insure them.

During the 1990s there was a shift in the type of pension plan that employees were covered by. The number of people covered by defined benefit pension plans leveled off as companies attempted to reduce costs by forcing employees to contribute to their own plans, such as 401(k) plans (defined contribution plans), or by terminating the plans. Under a defined-contribution plan, contributions are made to an account for an individual employee, but no specific income is guaranteed at retirement. In a 401(k) plan, the most common type of defined contribution plan, income that would have been paid to the employee is deposited pretax in an account and invested; it may be matched to some degree by a contribution from the employer. Such plans also differ from traditional defined benefit plans in that the contributions are voluntary, and as a result employees are only covered if they choose to contribute to an account. Under a 401(k) plan employees also may be allowed some degree of control over how the contributions are invested.

Bibliography

See R. Lynn, The Pension Crisis (1983); J. Matthews, Social Security, Medicare and Pensions (1988); R. L. Deaton, The Political Economy of Pensions (1989).


 
This entry contains information applicable to United States law only.

A benefit, usually money, paid regularly to retired employees or their survivors by private businesses and federal, state, and local governments. Employers are not required to establish pension benefits but do so to attract qualified employees.

The first pension plan in the United States was created by the American Express Company in 1875. A few labor unions and state and local governments began to offer pension plans shortly thereafter, and by 1935 governments in half the states and many businesses were offering pension plans. In 1997 about half of all U.S. workers had pension plans.

Employers establish pension plans by paying a certain amount of money into a pension fund. The money paid into this fund is not taxed to the employer, and it is not taxed to the employee until the employee retires and begins to collect pension benefits. The employer gives control of the pension fund to a trustee, who may invest the money in stocks and bonds and other financial endeavors to increase the fund. Some pension plans require the employee to make a small, periodic contribution to the fund.

The amount of pension that a pensioner receives depends on the type of pension plan. Pension plans generally can be divided into two categories: defined benefit plans and defined contribution plans. A defined benefit plan provides a set amount of benefits to a pensioner. Under a defined contribution plan, the employer places a certain amount of money in the employee's name into the pension fund and makes no promises concerning the level of pension benefits that the employee will receive upon retirement. Employers using defined contribution plans contribute an amount into the pension fund based on the employee's salary. As a result, higher-paid employees receive larger pensions than do lower-paid employees.

The same is true for defined benefit plans: employers tend to offer larger pensions to higher-paid employees. The difference between the two types of plans is that in a defined contribution plan, the employee assumes the risk of investment failure because the funds are not insured by the federal government. Under most defined benefit plans, the employer assumes the risk that pension funds will not be available. Employees assume little risk because most funds are insured by the federal government to a certain limit.

The most important issue to pensioners is the potential loss of their pension benefits. This issue is of less concern when the government is the employer because governments have access to additional funds. Such is not the case with private businesses. Before the 1970s employees did not always receive their promised pension benefits. An employee could lose his or her pension if the employer went out of business and employers could fire long-time employees just before their pensions vested to avoid paying pensions. Citing the profound effect that pension plans have on interstate commerce and the economic security of the country, Congress enacted the Employee Retirement Income Security Act of 1974 (ERISA) (29 U.S.C.A. § 1001 et seq.) to regulate pension plans created by private businesses other than religious organizations.

ERISA is a complex collection of federal statutes that take precedence over most state pension laws. The act encourages the creation of pension funds by making employer contributions to pension funds tax free. ERISA also is designed to ensure that pension funds promised to an employee will be available. It establishes rules for the vesting of pensions based on the employee's age and length of employment. Under the law an employer using a pension plan that is not funded by the employees may choose one of several methods for vesting of pensions. An employer may allow all pension benefits to become nonforfeitable once the employee has completed five years of employment. In the alternative, an employee may be guaranteed a percentage of pension funds according to length of service, with the percentage increasing as the length of service increases. An employee with three years of service is guaranteed 20 percent of the derived benefit from the employer contributions to the pension plan. After four years the employee has a right to 40 percent of the benefits; after five years the percentage is 60; after six years the percentage is 80; and an employee who completes seven years of service becomes fully vested. An employee is always entitled to the amount of money she or he has contributed to a pension fund.

Under ERISA, the fiduciaries who control the pension funds must meet certain reporting requirements. The act restricts the kinds of investments that trustees can make using pension funds. It mandates that employers make annual contributions to pension funds, and it devises formulas for setting minimum contribution levels. These formulas are created in actuarial tables based on such factors as the turnover of the participants in the plan, the life expectancy of the participants, the amount of money in pensions promised to employees, and the success of the pension fund's investments. The act authorizes criminal penalties for violators of pension laws and provides civil law remedies to victims of pension misuse or abuse.

An employer who is delinquent in making contributions to the pension fund may have to pay penalties. ERISA requires employers to report to pension holders significant facts regarding the pension fund, such as a summary describing in clear language how the plan works, what benefits it provides, and how such benefits can be received. The employer also must report annually to each employee the amount of benefits that have accrued and have vested, and the earliest date on which the employee's pension will vest as of the date of the report.

ERISA created the Pension Benefit Guaranty Corporation (PBGC) to ensure the payment of certain benefits of pension plans. PBGC is a government corporation within the U.S. Department of Labor that is governed by the secretaries of labor, commerce, and treasury, and funded by premiums collected from pension plans. If an employer is unable to meet pension obligations, the PBGC may make the payments for the employer. PBGC covers only defined benefit pension plans, with the exception of church-based pension plans. Religious organizations are excepted because courts and legislatures consider church-based pensions to be an ecclesiastical matter beyond the authority of the law.

An employee cannot lose pension benefits by retiring early. Under defined benefit plans, the employee may begin to receive pension benefits upon reaching the normal retirement age of sixty-five years. If an employee retires before reaching age fifty-nine and a half and begins drawing from his pension, his pension payments are taxed at a 10 percent annual rate in addition to any regular income taxes. This excise tax is levied because pension funds are designed to promote security after retirement.

The excise tax does not apply to a pension given to a surviving spouse when the employee dies before the pension is fully paid, even if the employee dies before reaching age fifty-nine and a half. Employees who become disabled before age fifty-nine and a half do not have to pay the excise tax, nor do persons who specifically choose to receive the pension payments as an annuity, or periodically. In addition, the excise tax does not apply to pensions of employees over the age of fifty-five years who have separated from their employer, certain pensions paid for medical expenses, and pension payments made pursuant to certain divorce-related court orders.

ERISA does not regulate pension plans with twenty-five or fewer participants or plans that are solely for business partners or a sole proprietor. Employees of businesses not covered by ERISA may look to state statutes governing pensions that contain regulations and requirements similar to those in ERISA.

Congress refined the tax consequences of pensions in January 1996. Under the Pension Source Act (Pub. L. No. 104-95, amending title 4 of U.S.C.A. § 114), a state that imposes income taxes may not tax pension benefits earned in the state if the pensioner is living in a state that does not impose personal income tax.

Pensions are an attractive component of employee compensation packages. The money that the employer withholds during the working life of the employee is not taxed, and the money in a pension fund can be increased through investments. When the pensioned employee retires, she or he can ask for the entire pension in one lump sum or can take the pension as an annuity, which is a series of payments that lasts for a specified period of time. If the retiree lives long enough, she or he will receive more money than the employer originally withheld. If the pensioner dies before the pension is fully paid, her or his surviving spouse or another designated survivor may receive the remainder of the pension. A retiree who has worked at several companies may receive several pensions.

Individuals who are self-employed have their own pension options. A self-employed worker may establish a Keogh plan, which is a type of retirement plan for self-employed workers that is comparable to a pension plan. Under a Keogh plan, the worker makes tax-free payments into a fund and receives larger payments upon retirement.

An individual retirement account (IRA) is another way to provide for security in retirement. An IRA is a personal retirement account that workers may establish in addition to, or instead of, a pension. Employers may establish similar personal retirement accounts for their employees. These accounts are called 401K plans, after the section of the Internal Revenue Code that authorizes them. Under a 401K plan, a worker deposits a portion of his or her gross earnings into the account to avoid income tax on that portion of the earnings. The earnings are subject to taxation when the retiring worker receives them. If the worker is in a lower tax bracket by retirement, he or she will end up paying less tax on the portion of the earnings in the IRA.

Pension benefits are distinct from other retirement benefits such as Social Security and medical assistance. A pension may reduce slightly the amount of Social Security benefits that a government employee receives.

 

Payments made to a retired person either by the government or by a former employer.

 
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A pension is a steady income given to a person (usually after retirement). Pensions are typically payments made in the form of a guaranteed annuity to a retired or disabled employee. Some retirement plan (or superannuation) designs accumulate a cash balance (through a variety of mechanisms) that a retiree can draw upon at retirement, rather than promising annuity payments. These are often also called pensions. In either case, a pension created by an employer for the benefit of an employee is commonly referred to as an occupational or employer pension. Labor unions, the government, or other organizations may also fund pensions.

Occupational pensions are a form of deferred compensation, usually advantageous to employee and employer for tax reasons. Many pensions also contain an insurance aspect, since they often will pay benefits to survivors or disabled beneficiaries, while annuity income insures against the risk of longevity.

While other vehicles (certain lottery payouts, for example, or an annuity) may provide a similar stream of payments, the common use of the term pension is to describe the payments a person receives upon retirement, usually under pre-determined legal and/or contractual terms.

A continuing ideological debate

Chile in 1980 pioneered the first comprehensive change [1] of a state-run, defined benefit scheme to a defined contribution pension system managed entirely by the private sector under supervision by a specialized government superintendency [2]. Argentina had taken similar action in 1994, but partly reversed itself in 2007, (i) by allowing workers to transfer back to a defined benefit scheme funded on a pay-as-you-go basis, (ii) by automatically moving men over 55 and women over 50 back into the defined benefit scheme if they have low capital accumulations, and (iii) by automatically enrolling new workers in the defined benefit system unless they opt for the defined contribution system.

Types of pensions

Retirement pension or superannuation plans

By such an arrangement an employer (for example, a corporation, labor union, government agency) provides income to its employees after retirement. Pension plans are a form of "deferred compensation" and became popular in the United States during World War II, when wage freezes prohibited outright increases in workers' pay.

Pension plans can be divided into two broad types: Defined Benefit and Defined Contribution plans.[3] The defined benefit plan had been the most popular and common type of pension plan in the United States through the 1980s; since that time, defined contribution plans have become the more common type of retirement plan in the United States and many other western countries.

Some plan designs combine characteristics of defined benefit and defined contribution types, and are often known as "hybrid" plans. Such plan designs have become increasingly popular in the US since the 1990s. Examples include Cash Balance and Pension Equity plans.

Defined benefit plans

Under 26 U.S.C. § 414(j), a defined benefit plan is any pension plan that is not a defined contribution plan (see below). A defined contribution plan is any plan with individual accounts. A traditional pension plan that defines a benefit for an employee upon that employee's retirement is a defined benefit plan.

The benefit in a defined benefit pension plan is determined by a formula that can incorporate the employee's pay, years of employment, age at retirement, and other factors. A simple example is a flat dollar plan design that provides $100 per month for every year an employee works for a company; with 30 years of employment, that participant would receive $3,000 per month payable for their lifetime. Typical plans in the United States are final average plans where the average salary over the last three or five years of an employees' career determines the pension; in the United Kingdom, benefits are often indexed for inflation. Formulas can also integrate with public Social security plan provisions and provide incentives for early retirement (or continued work).

Traditional defined benefit plan designs (because of their typically flat accrual rate and the decreasing time for interest discounting as people get closer to retirement age) tend to exhibit a J-shaped accrual pattern of benefits, where the present value of benefits grows quite slowly early in an employees' career and accelerates significantly in mid-career. Defined benefit pensions tend to be less portable than defined contribution plans even if the plan allows a lump sum cash benefit at termination due to the difficulty of valuing the transfer value. On the other hand, defined benefit plans typically pay their benefits as an annuity, so retirees do not bear the investment risk of low returns on contributions or of outliving their retirement income. The open ended nature of this risk to the employer is the reason given by many employers for switching from defined benefit to defined contribution plans.

Because of the J-shaped accrual rate, the cost of a defined benefit plan is very low for a young workforce, but extremely high for an older workforce. This age bias, the difficulty of portability and open ended risk, makes defined benefit plans better suited to large employers with less mobile workforces, such as the public sector.

Defined benefit plans are also criticized as being paternalistic as they require employers or plan trustees to make decisions about the type of benefits and family structures and lifestyles of their employees.

The United States Social Security system is similar to a defined benefit pension arrangement, albeit one that is constructed differently than a pension offered by a private employer.

The "cost" of a defined benefit plan is not easily calculated, and requires an actuary or actuarial software. However, even with the best of tools, the cost of a defined benefit plan will always be an estimate based on economic and financial assumptions. These assumptions include the average retirement age and life span of the employees, the returns earned by the pension plan's investments and any additional taxes or levies, such as those required by the Pension Benefit Guaranty Corporation in the U.S. So, for this arrangement, the benefit is known but the contribution is unknown even when calculated by a professional.

Defined contribution plans

In the United States, the legal definition of a defined contribution plan is a plan providing for an individual account for each participant, and for benefits based solely on the amount contributed to the account, plus or minus income, gains, expenses and losses allocated to the account (see 26 U.S.C. § 414(i)). Plan contributions are paid into an individual account for each member. The contributions are invested, for example in the stock market, and the returns on the investment (which may be positive or negative) are credited to the individual's account. On retirement, the member's account is used to provide retirement benefits, often through the purchase of an annuity which provides a regular income. Defined contribution plans have become more widespread all over the world in recent years, and are now the dominant form of plan in the private sector in many countries. For example, the number of defined benefit plans in the US has been steadily declining, as more and more employers see the large pension contributions as a large expense that they can avoid by disbanding the plan and instead offering a defined contribution plan.

Examples of defined contribution plans in the United States include Individual Retirement Accounts (IRAs) and 401(k) plans, and in Canada the Individual Pension Plan. In such plans, the employee is responsible, to one degree or another, for selecting the types of investments toward which the funds in the retirement plan are allocated. This may range from choosing one of a small number of pre-determined mutual funds to selecting individual stocks or other securities. Most self-directed retirement plans are characterized by certain tax advantages, and some provide for a portion of the employee's contributions to be matched by the employer. In exchange, the funds in such plans may not be withdrawn by the investor prior to reaching a certain age--typically the year the employee reaches 59.5 years old-- (with a small number of exceptions) without incurring a substantial penalty.

Money contributed can either be from employee salary deferral or from employer contributions or matching. Defined contribution plans are subject to IRS limits on how much can be contributed, known as the section 415 limit. In 2006, the total deferral amount, including employee contribution plus employer contribution, was limited to $44,000 or 100% of compensation, whichever is less. The employee-only limit in 2006 was $15,000 with a $5,000 catch-up. These numbers continue to be increased each year and are indexed to compensate for the effects of inflation. The portability of defined contribution pensions is legally no different from the portability of defined benefit plans. However, because of the cost of administration and ease of determining the plan sponsor's liability for defined contribution plans (you don't need to pay an actuary to calculate the lump sum equivalent under Section 417(e) that you do for defined benefit plans) in practice, defined contribution plans have become generally portable.

In a defined contribution plan, investment risk and investment rewards are assumed by each individual/employee/retiree and not by the sponsor/employer. In addition, participants do not typically purchase annuities with their savings upon retirement, and bear the risk of outliving their assets.

The "cost" of a defined contribution plan is readily calculated, but the benefit from a defined contribution plan depends upon the account balance at the time an employee is looking to use the assets. So, for this arrangement, the contribution is known but the benefit is unknown (until calculated).

Despite the fact that the participant in a defined contribution plan typically has control over investment decisions, the plan sponsor retains a significant degree of fiduciary responsibility over investment of plan assets, including the selection of investment options and administrative providers.

Hybrid and cash balance plans

Hybrid plan designs combine the features of defined benefit and defined contribution plan designs. In general, they are usually treated as defined benefit plans for tax, accounting and regulatory purposes. As with defined benefit plans, investment risk in hybrid designs is largely borne by the plan sponsor. As with defined contribution designs, plan benefits are expressed in the terms of a notional account balance, and are usually paid as cash balances upon termination of employment. These features make them more portable than traditional defined benefit plans and perhaps more attractive to a more highly mobile workforce. A typical hybrid design is the Cash Balance Plan, where the employee's notional account balance grows by some defined rate of interest and annual employer contribution.

Financing

National Grid UK Pension Scheme invests in shopping centre redevelopment in Southend-on-Sea.
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National Grid UK Pension Scheme invests in shopping centre redevelopment in Southend-on-Sea.

There are various ways in which a pension may be financed.

Funded status

In an unfunded defined benefit pension, no assets are set aside and the benefits are paid for by the employer or other pension sponsor as and when they are paid. Pension arrangements provided by the state in most countries in the world are unfunded, with benefits paid directly from current workers' contributions and taxes. This method of financing is known as Pay-as-you-go. It has been suggested that this model bears a disturbing resemblance to a Ponzi scheme.

In a funded defined benefit arrangement, an actuary calculates the contributions that the plan sponsor must make to ensure that the pension fund will meet future payment obligations. This means that in a defined benefit pension, investment risk and investment rewards are typically assumed by the sponsor/employer and not by the individual. If a plan is not well-funded, the plan sponsor may not have the financial resources to continue funding the plan. In the United States, private employers must pay an insurance-type premium to the Pension Benefit Guaranty Corporation, a government agency whose role is to encourage the continuation and maintenance of voluntary private pension plans and provide timely and uninterrupted payment of pension benefits.

Defined contribution pensions, by definition, are funded, as the "guarantee" made to employees is that specified (defined) contributions will be made during an individual's working life.

Local or universal plans

Because any dollar of savings by any one person in the economy means a dollar of borrowing by another person (all financial assets in the economy net to zero at all times, but real assets do not), any universal system of pensions cannot save in the conventional way. Therefore, if the United States were a true autarkic economy, then any universal pension system must be pay as you go because the food, clothes and services that someone aged 25 year today would need in 40 years would be when he is age 65 would be produced 40 years later. Storing money or financial assets today represents current claims on current production. But a system of prefunding would enable the accounting of such a system to work, given that real savings in the form of capital investments would have made the economy more productive in the future.

However, once we release the assumption of universality by say allowing for foreign investments -- the average age in Mexico is under 16 -- we can perform some pre-funding. The extent of possible pre-funding could be gauged by the current account or trade deficit or surplus.

Current challenges

A growing challenge for many nations is population ageing. As birth rates drop and life expectancy increases an ever-larger portion of the population is elderly. This leaves fewer workers for each retired person. In almost all developed countries this means that government and public sector pensions could collapse their economies unless pension systems are reformed or taxes are increased. One method of reforming the pension system is to increase the retirement age. Two exceptions are Australia and Canada, where the pension system is forecast to be solvent for the foreseeable future. In Canada, for instance, the annual payments were increased by some 70% in 1998 to achieve this. These two nations also have an advantage from their relative openness to immigration. However, their populations are not growing as fast as the U.S., which supplements a high immigration rate with one of the highest birthrates among Western countries. Thus, the population in the U.S. is not aging to the extent as those in Europe, Australia, or Canada.

Also the condition of the historical data and its development into a secure database can be an expensive and labor intensive endeavor. Currently, the trend to develop on line electronic calculators that replace traditionally complex spreadsheet calculations performed by Actuaries and Analysts is the industry norm in records management.

Another growing challenge is the recent trend of businesses in the United States purposely under-funding their pension schemes in order to push the costs onto the federal government. Bradley Belt, executive director of the PBGC (the Pension Benefit Guaranty Corporation, the federal agency that insures private-sector defined-benefit pension plans in the event of bankruptcy), testified before a congressional hearing in October 2004, “I am particularly concerned with the temptation, and indeed, growing tendency, to use the pension insurance fund as a means to obtain an interest-free and risk-free loan to enable companies to restructure. Unfortunately, the current calculation appears to be that shifting pension liabilities onto other premium payers or potentially taxpayers is the path of least resistance rather than a last resort.”

Pension systems in various countries

Peculiar pension systems in the United Kingdom

Perpetual or hereditary pensions

Perpetual pensions were freely granted either to favourites or as a reward for political services from the time of Charles II onwards. Such pensions were very frequently attached as salaries to places which were sinecures, or, just as often, posts which were really necessary were grossly overpaid, while the duties were discharged by a deputy at a small salary. Prior to the reign of Queen Anne, such pensions and annuities were charged on the hereditary revenues of the sovereign and were held to be binding on the sovereigns successors (The Bankers Case, 1691; State Trials, xiv. 3-43). By I Anne c. 7 it was provided that no portion of the hereditary revenues could be charged with pensions beyond the life of the reigning sovereign. This act did not affect the hereditary revenues of Ireland and Scotland, and many persons were quartered, as they had been before the act, on the Irish and Scottish revenues who could not be provided for in England for example, the duke of St Albans, illegitimate son of Charles II, had an Irish pension of £800 a year; Catherine Sedley, mistress of James II, had an Irish pension of £5000 a year; the duchess of Kendall and the countess of Darlington, mistresses of George I, had pensions of the united annual value of £5000, while Madame de Walmoden, a mistress of George II, had a pension of £3000 (Lecky, History of Ireland in the Eighteenth Century). These pensions had been granted in every conceivable form during the pleasure of the Crown, for the life of the sovereign, for terms of years, for the life of the grantee, arid for several lives in being or in reversion (Erskine May, Constitutional History of England). On the accession of George III and his surrender of the hereditary revenues in return for a fixed civil list, this civil list became the source from which the pensions were paid. The three pension lists of England, Scotland and Ireland were consolidated in 1830, and the civil pension list reduced to f75,000, the remainder of the pensions being charged on the Consolidated Fund.

In 1887 Charles Bradlaugh, M.P., protested strongly against the payment of perpetual pensions, and as a result a Committee of the House of Commons inquired into the subject (Report of Select Committee on Perpetual Pensions, 248, 1887). An appendix to the Report contains a detailed list of all hereditary pensions, payments and allowances in existence in 1881, with an explanation of the origin in each case and the ground of the original grant; there are also shown the pensions, etc., redeemed from time to time, and the terms upon which the redemption took place. The nature of some of these pensions may be gathered from the following examples: To the duke of Marlborough and his heirs in perpetuity, £4000 per annum; this annuity was redeemed in August 1884 for a sum of £107,780, by the creation of a ten years annuity of £12,796, 17s. per annum. By an act of 1806 an annuity of £5000 per annum was conferred on Lord Nelson and his heirs in perpetuity. In 1793 an annuity of £2000 was conferred on Lord Rodney and his heirs. All these pensions were for Services rendered, and although justifiable from that point of view, a preferable policy is pursued in the 20th century, by parliament voting a lump sum, as in the cases of Lord Kitchener in 1902 (£50,000) and Lord Cromer in 1907 (£50,000). Charles II granted the office of receiver-general and controller of the seals of the court of kings bench and common pleas to the duke of Grafton. This was purchased in 1825 from the duke for an annuity of £843, which in turn was commuted in 1883 for a sum of £22,714, 12s. 8d. To the same duke was given the office of the pipe or remembrancer of first-fruits and tenths of the clergy. This office was sold by the duke in 1765] and, after passing through various hands, was purchased by one R. Harrisor in 1798. In 1835 on the loss of certain fees the holder was compensated by a perpetual pension of £62, 9s. 8d. The duke of Graftol also possessed an annuity of £6870 in respect of the commutatior of the dues of butlerage and prisage. To the duke of St Alban was granted in 1684 the office of master of the hawks. The sum granted by the original patent were: master of hawks, salary £391. 1s. 5d.; four falconers at £50 per annum each, £200; provision of hawks, £600; provision of pigeons, hens and other meats £182, l0s.; total, £1373. 1?s. 5d. This amount was reduced by office fees and other deductions to £965, at which amount it stood until commuted in 1891 for £f8,335. To the duke of Richmond and his heirs was granted in 1676 a duty of one shilling per ton of all coals exported from the Tyne for consumption in England. This was redeemed in 1799 for an annuity of £19,000 (chargeable on the consolidated fund), which was afterwards redeemed for £633,333. The Duke of Hamilton, as hereditary keeper of the palace of Holyrood House, received a perpetual pension of £45,105. and the descendants of the heritable usher of Scotland drew a salary of £242, l0s. The conclusions of the committee were that pensions allowances and payments should not in future be granted in per pertuity, on the ground that such grants should be limited to the persons actually rendering the service, and that such reward should be defrayed by the generation benefited; that offices with salaries and without duties, or with merely nominal duties, ought to be abolished; that all existing perpetual pensions and payments and all hereditary offices should be abolished: that where no service or merely nominal service is rendered by the holder of an hereditary office or the original grantee of a pension, the pension or payment should in no case continue beyond the life of the present holder and that in all cases the method of commutation ought to ensure a real and substantial saving to the nation (the existing rate, about 27 years purchase, being considered by the committee to be too high). These recommendations of the committee were adopted by the government and outstanding hereditary pensions were gradually commuted, the only ones left outstanding being those to Lord Rodney (£2000) and to Earl Nelson (£5000), both chargeable on the consolidated fund.

Political pensions

These are type sui generis as they either reward a career in domestic politics or are awarded in the colonial context not on grounds of justice, contract or socio-economic merits, but as a political decision, in order to take a politically significant person (often deemed a potential political danger) out of the picture by paying him or her off, regardless of seniority. See political pensioner.

Civil list pensions

These are pensions granted by the sovereign from the civil list upon the recommendation of the first lord of the treasury. By I & 2 Vict. c. 2 they are to be granted to such persons only as have just claims on the royal beneficence or who by their personal services to the Crown, or by the performance of duties to the public, or by their useful discoveries in science and attainments in literature and the arts, have merited the gracious consideration of their sovereign and the gratitude of their country. A sum of f12oo is allotted each year from the civil list, in addition to the pensions already in force. From a Return issued in 1908, the total of civil list pensions payable in that year amounted to 24,665.

Judicial, municipal, etc.

There are certain offices of the executive whose pensions are regulated by particular acts of parliament. Judges of the Supreme Court, on completing fifteen years servics or becoming permanently incapacitated for duty, whatever their length of service, may be granted a pension equal to two-thirds of their salary (Judicature Act 5873). The lord chancellor of England however short a time he may have held office, receives a pension of 45000, but he usually continues to sit as a law lord in the House of Lords so also does the lord chancellor of Northern Ireland, who receives a pension of 3,692.6s. A considerable number of local authorities have obtained special parliamentary powers for the purpose of superannuating their officials and workmen who have reached the age of 6o65. Poor law officers receive superannuation allowances under the Poor Law Officers Superannuation Act 1864-1897.

Ecclesiastical pensions

Bishops, deans, canons or incumbent who are incapacitated by age or infirmity from the discharge of their ecclesiastical duties may receive pensions which are a charged upon the revenues of the sea or cure vacated.

Royal Navy

Navy pensions were first instituted by William III of England in 1693 and regularly established by an order in council of Queen Anne in 1700. Since then the rate of pensions has undergone various modification and alterations; the full regulations concerning pensions to all ranks will be found in the quarterly Navy List, published by authority of the Admiralty. In addition to the ordinary pension there are also good-service pensions, Greenwich Hospital pension and pensions for wounds. An officer is entitled to a pension when he is retired at the age of 45, or if he retires between the ages c 40 and 45 at his own request, otherwise he receives only half pay. The amount of his pension depends upon his rank, length of service and age. As an example, in past, the maximum retired pay of an admiral was 850 per annum, for which 30 years service or its equivalent in half-pay time is necessary; he may, in addition, have held a good service pension of 300 per annum. The maximum retired pay of a vice-admiral with 29 years service was 725; of rear-admirals with 27 years service, 600 per annum. Pensions of captains who retire at the age of 55, commanders, who retire at 50, and lieutenants who retire at 45, ranged from 200 per annum for 17 years service to 525 for 24 years service. The pensions of other officers were calculated in the same way, according to age and length of service. The good-service pensions consisted of ten pensions of 300 per annum for flag-officers, two of which may be held by vice-admirals and two by rear-admirals; twelve of 150 for captains; two of 200 a year and two of 150 a year for engineer officers; three of 100 a year for medical officers of the navy; six of 200 a year for general officers of the Royal Marines and two of 150 a year for colonels and lieutenant-colonels of the same. Greenwich Hospital pensions range from 150 a year for flag officers to 25 a year for warrant officers. All seamen and marines who have completed twenty-two years service are entitled to pensions ranging from 1 od. a day to a maximum of Is. 2d. a day, according to the number of good-conduct badges, together with the good-conduct medal, possessed. Petty officers, in addition to the rates of pension allowed them as seamen, are allowed for each years service in the capacity of superior petty officer, I5s. 2d. a year, and in the capacity of inferior petty officer 7s. 7d. a year. Men who are discharged from the service on account of injuries and wounds or disability attributable to the service are pensioned with sums varying from 6d. a day to 2s. a day. Pensions are also given to the widows of officers in certain circumstances and compassionate allowances made to the children of officers. In the Navy estimates for 1908-1909 the amount required for halfpay and retired-pay was 868,800, and for pensions, gratuities and compassionate allowances 1,334,600, a total of 2,203,400.

Army

The system of pensions in the British Army is somewhat intricate, provision being made for dealing with almost every case separately.

Market structure

The market for pension fund investments is still centred around Anglo-Saxon economies. Japan and the EU are conspicuous by absence. As of 2005 the U.S. was the largest market for pension fund investments followed by the UK.

Pension reforms have gained pace worldwide in recent years and funded arrangements are likely to play an increasingly important role in delivering retirement income security and also affect securities markets in future years.


See also

External links


 
Translations: Translations for: Pension

Dansk (Danish)
1.
n. - pension
v. tr. - pensionere, gå på pension

idioms:

  • pension book    pensionistkort
  • pension off    give afsked med pension

2.
n. - pensionat

Nederlands (Dutch)
pensioen, pensionering, pension, pensioen uitkeren/toekennen, omkopen d.m.v. pensioen

Français (French)
1.
n. - pension, retraite
v. tr. - assurer une retraite, prendre sa retraite

idioms:

  • pension book    livret de retraite
  • pension off    mettre à la retraite

2.
n. - pension (hôtel)

Deutsch (German)
1.
n. - Pension, Rente
v. - eine Rente zahlen

idioms:

  • pension book    Rentenausweis
  • pension off    pensionieren

2.
n. - Pensionat, Internat

Ελληνική (Greek)
n. - σύνταξη (γήρατος κ.λπ.), πανσιόν
v. - συνταξιοδοτώ, χορηγώ σύνταξη

idioms:

  • old age pension    (Βρετ.) σύνταξη γήρατος
  • pension book    βιβλιάριο συντάξεως
  • pension off    συνταξιοδοτώ

Italiano (Italian)
pensione, mandare in pensione, pensione di vecchiaia

idioms:

  • pension book    libretto di pensione
  • pension off    mandare in pensione

Português (Portuguese)
n. - pensão (f)
v. - pensionar, pagar pensão

idioms:

  • pension book    carnê de vencimentos de aposentados
  • pension off    aposentar-se

Русский (Russian)
пансион, пенсия

idioms:

  • pension book    пенсионное удостоверение
  • pension off    выпроводить на пенсию

Español (Spanish)
1.
n. - pensión, jubilación, retiro
v. tr. - pensionar, dar una pensión a

idioms:

  • pension book    libreta de vales para recibir la pensión (G.B.)
  • pension off    jubilar, retirar

2.
n. - pensión, casa de huéspedes, internado

Svenska (Swedish)
n. - pension, underhåll, pensionat
v. - pensionera

中文(简体) (Chinese (Simplified))
1. 退休金, 抚恤金, 养老金, 津贴, 补助金, 发给...退休金

idioms:

  • pension book    年金簿
  • pension off    发给养老金使退休, 发给退职金使退职, 发给退役金使退役

2. 退休金, 抚恤金, 养老金, 津贴, 补助金

中文(繁體) (Chinese (Traditional))
1.
n. - 退休金, 撫恤金, 養老金, 津貼, 補助金

2.
n. - 退休金, 撫恤金, 養老金, 津貼, 補助金
v. tr. - 發給...退休金

idioms:

  • pension book    年金簿
  • pension off    發給養老金使退休, 發給退職金使退職, 發給退役金使退役

한국어 (Korean)
1.
n. - 연금, (예술가.과학자 등에게 주는) 장려금, (고용인 등에게 주는 임시의)수당
v. tr. - 연금(따위)을 주다

idioms:

  • pension off    연금(따위)을 주고 퇴직시키다

2.
n. - (프랑스.벨기에 등의) 하숙집, 기숙학교

日本語 (Japanese)
n. - 年金, 恩給, 扶助料, 賄い付き下宿屋, ペンション, 寄宿学校
v. - 年金を与える

idioms:

  • pension book    年金手帳
  • pension off    年金を与えて退職させる

العربيه (Arabic)
‏(الاسم) معاش, راتب التقاعد, مئوى, نزل, بنسيون (فعل) يحيل على التقاعد, يعطيه منحه أو معاش تقاعد‏

עברית (Hebrew)
n. - ‮גמלה, קצבה, פנסיה‬
v. tr. - ‮נתן גמלה ל-, שיחד בגמלה‬
n. - ‮פנסיון‬


 
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Dictionary. The American Heritage® Dictionary of the English Language, Fourth Edition Copyright © 2007, 2000 by Houghton Mifflin Company. Updated in 2007. Published by Houghton Mifflin Company. All rights reserved.  Read more
Investment Dictionary. Copyright ©2000, Investopedia.com - Owned and Operated by Investopedia Inc. All rights reserved.  Read more
Financial & Investment Dictionary. Dictionary of Finance and Investment Terms. Copyright © 2006 by Barron's Educational Series, Inc. All rights reserved.  Read more
Thesaurus. Roget's II: The New Thesaurus, Third Edition by the Editors of the American Heritage® Dictionary Copyright © 1995 by Houghton Mifflin Company. Published by Houghton Mifflin Company. All rights reserved.  Read more
Britannica Concise Encyclopedia. Britannica Concise Encyclopedia. © 2006 Encyclopædia Britannica, Inc. All rights reserved.  Read more
Columbia Encyclopedia. The Columbia Electronic Encyclopedia, Sixth Edition Copyright © 2003, Columbia University Press. Licensed from Columbia University Press. All rights reserved. www.cc.columbia.edu/cu/cup/  Read more
Law Encyclopedia. West's Encyclopedia of American Law. Copyright © 1998 by The Gale Group, Inc. All rights reserved.  Read more
Economics Dictionary. The New Dictionary of Cultural Literacy, Third Edition Edited by E.D. Hirsch, Jr., Joseph F. Kett, and James Trefil. Copyright © 2002 by Houghton Mifflin Company. Published by Houghton Mifflin. All rights reserved.  Read more
Wikipedia. This article is licensed under the GNU Free Documentation License. It uses material from the Wikipedia article "Pension" Read more
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