Healthcare Provider Update: Healthcare Provider for Cummins Inc. Cummins Inc. primarily administers its employee health benefits through major insurance providers, including UnitedHealthcare and Anthem Blue Cross Blue Shield (BCBS), among others. Potential Healthcare Cost Increases in 2026 As Cummins Inc. anticipates significant healthcare cost increases in 2026, employees should prepare for potential spikes in premiums driven by a combination of factors. A projected rise of up to 8.5% in employer-sponsored insurance costs, alongside the potential expiration of enhanced ACA subsidies, may lead many employees to see their out-of-pocket expenses grow considerably. With certain states experiencing premium hikes exceeding 60%, comprehensive financial planning, including the strategic use of Health Savings Accounts (HSAs), will become essential for mitigating the anticipated financial impact on individuals and families. Click here to learn more
What is 72(t)?
72(t) payments, also known as “substantially equal periodic payments,” are advantageous because they are exempt from the 10% early distribution penalty that usually applies to withdrawals before age 59 ½. You can take them from an IRA at any time, but only from a workplace plan after leaving Cummins Inc.
Lets start with the downsides to 72(t) payments.
- First, they must remain in place for at least 5 years or until age 59 ½, whichever comes later. This means a 45-year old IRA owner must maintain her payments for almost 15 years.
- Second, if the payments are modified before the end of the 5-year/age 59 ½ duration, you are subject to a 10% penalty (plus interest) on all payments made before 59 ½. Modification will normally occur if you change the payment schedule (e.g., stop payments), change the balance of the account from which payments are being made (e.g., a rollover to the account), or change the method used to calculate the payment schedule (except for a one-time switch to the RMD method – see below).
There are three acceptable ways to calculate 72(t) payments:
- The required minimum distribution (RMD) method. Payments are calculated like lifetime RMDs. Therefore, they fluctuate each year. The RMD method normally produces the smallest payout among the three methods. Once you use the RMD method, you can’t switch out of it.
- The fixed amortization method. Payments are calculated like fixed mortgage payments. After using this method for at least one year, you can switch to the RMD method without penalty.
- The fixed annuitization method. Payments are calculated by dividing the account balance by an annuity factor. Like the amortization method, they remain fixed, and you can switch to the RMD method after the first year.
IRC Section 72(t)(4)(A) provides that once an individual begins to take 72(t) distributions from a Cummins Inc-sponsored retirement account, they must continue doing so over the longer of 5 years or until they reach age 59 ½ (exception death or disability).
For example, while an individual beginning to take 72(t) distributions at age 57 will ‘only’ have to maintain their distribution schedule for 5 years (because even though they would turn 59 ½ after 2 ½ years, the payment schedule must be kept for a minimum of 5 years), a taxpayer who begins such distributions at age 40 would have to maintain the schedule for nearly two decades (since they would not turn 59 ½ for another 19 ½ years)
After starting a series of 72(t) payments, the penalties for changing or canceling the payment schedule can be steep. IRC Section 72(t)(4)(A) provides that in the event a taxpayer modifies their 72(t)-payment schedule before either the end of the 5-year period or reaching age 59 ½ (whichever comes later), the 10% early distribution penalty will be retroactively applied to all pre-tax distributions taken prior to age 59 ½.
Furthermore, in these cases, the IRS will also retroactively apply interest to those amounts – that is, treating the penalty as if it had been applied at the time of distribution but had not yet been paid.
Penalties Are Steep
Example 1:
In 2010, at the age of 44, Mark established a 72(t)-payment schedule to make periodic distributions from his Traditional IRA. Per the 72(t) rules, the schedule was set to conclude in 2025, when Mark turns 59 ½.
Unfortunately, after properly taking distributions for a decade, in 2021 Mark (at age 55) completely forgot to take his annual 72(t) distribution, thus ‘breaking’ the schedule.
As a result of the error, the 10% penalty will be retroactively applied to all of Marks’ prior distributions, from the first one in 2010 to the most recent in 2021.
Additionally, interest will apply to the 2010 10% penalty amount as though the amount had always been owed since 2010, but had not yet been paid, resulting in 10 years’ worth of interest applied to the 2010 payment. Similarly, interest will apply to the 2011 10% penalty amount as though the amount had always been owed since 2011, but had not yet been paid, resulting in 9 years’ worth of interest applied to the 2011 payment. And so on.
The makeover is the second and third methods require use of an interest rate to calculate the amortization or annuity factor. In the past, the IRS has said this factor can’t exceed 120% of the Federal mid-term rate in effect for either of the two months before the start of the 72(t) payments. The Federal mid-term has been historically low for a number of years. For February 2022, 120% of the Federal mid-term rate is only 1.69%.
72(t) Changes
Clearly, getting the timing of 72(t) payments correct is critical for avoiding early distribution penalties, along with correctly calculating the payment amount(s). Interestingly, the Internal Revenue Code itself provides little guidance on how to properly calculate 72(t) distributions, other than to state that they must be “substantially equal” (in fact, the excerpt above, from IRC Section 72(t)(2)(iv), is the entirety of the Internal Revenue Code’s guidance). Thus, nearly all of the guidance that we do have, with respect to how to calculate 72(t) payments, comes from other sources such as IRS Notices.
On January 18, 2022, the IRS released Notice 2022-6, which said that 72(t) payment schedules starting in 2022 or later can use an interest rate as high as 5%. (And, if 120% of the Federal mid-term rate rises above 5%, you can use a rate as high as the 120% rate.) This is great news because the higher the interest rate, the higher the payments will be. This change allows you to squeeze higher payments out of the same IRA balance.
Note: You can’t change interest rates for a series of 72(t) payments already in place.
Additionally, the 5% rate limit is effective for any series of payments starting in 2022 or later.
This is significant for anyone employed by Cummins Inc who are thinking about beginning a 72(t) schedule, since it significantly increases the maximum interest rate that can be used (and therefore the number of penalty-free distributions that can potentially be made before age 59 ½)
Consider, for instance, the rate for October 2022 was 3.90% . Prior to the new guidance from Notice 2022-6, taxpayers beginning 72(t) schedules in November 2022 with distributions calculated using either the amortization or annuitization methods would have been limited to using an interest rate of no more than 3.90% (the higher rate from the two months prior to the month when the schedule began).
Example 2:
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Jennifer, age 50, has recently decided to use 72(t) payments as a way to access her IRA funds without incurring an early distribution penalty, and plans to make a series of annual distributions from her IRA starting in March 2022.Jennifer’s current IRA balance is $1 million.
Unfortunately, Jennifer is not aware of the new rules provided by Notice 2022-6 and calculates her maximum annual 72(t) payment using the 3.90% pre-Notice 2022-6 maximum rate.
After using each of the three methods and available life expectancy tables to calculate her potential maximum annual 72(t) distribution, Isabelle determines that the amortization method yields the highest possible annual 72(t) distribution of using 3.90%.
However, thanks to Notice 2022-6, retirees are now able to use an interest rate of 5% instead, producing a significantly higher 72(t) distribution from the same account balance than was possible under the previous rule.
Example 3:
Doug, Jennifer’s co-worker, has recently decided to use 72(t) payments to access his IRA funds without a penalty. And he, too, has a current IRA balance of $1 million.
Thankfully for Doug, his advisor is aware of the new 5% interest rate limit for 72(t) and uses it to calculate his maximum annual 72(t) payment, to begin in November 2022.
After using each of the three methods and available life expectancy tables to calculate her potential maximum annual 72(t) distribution, Doug determines that the amortization method yields the highest possible annual 72(t) distribution of $60,312.23, a substantial increase over the 3.90% under the old rules
Common 72(t) Questions
When can I start 72(t)?
You can decide to start taking 72(t) payments from your IRA at any age.
How long do I have to maintain the withdrawals?
The payments must continue for at least five years or until you are age 59 ½, whichever period is longer.
How often do I have to take withdrawals?
You must take the payments at least annually.
Can I start 72(t) payments from my 401(k) ?
The 72(t) payment plan is only applicable to the IRA or IRAs from which you calculated your initial payment. Before setting up a 72(t) payment plan, you can split your IRA into two IRAs, if that best meets your needs. You can use one IRA to calculate and take your 72(t) payments, while the other can remain available for future non-72(t) use.
How do I calculate payments?
The IRS has approved three methods for calculating 72(t) payments. Those methods are the required minimum distribution (RMD) method, the amortization method, and the annuity factor method. The RMD method will produce smaller payments than the other two methods to start out. While other methods of calculating the payments are not prohibited, it would be extremely risky to use some other method that is not officially approved by the IRS. You should generally consult with a tax or financial advisor to calculate your 72(t) payments.
Can I change my method once I start 72(t) ?
You can switch to the RMD method from either the amortization or the annuity factor method. This is a one-time irrevocable switch and you must use the RMD method for the remainder of the schedule.
Can I stop my 72(t) payment?
If you do not stick to your 72(t) payment plan, or if you modify the payments, they will no longer qualify for the exemption from the 10% penalty. Here is some even worse news; the 10% will be reinstated retroactively to all the distributions you have taken prior to age 59½.
Can I take an extra 72(t) withdrawal because of an emergency?
An extra withdrawal is considered a modification of the payment schedule. Any change in the account balance other than by regular gains and losses or 72(t) distributions, will be also considered a modification and the 10% penalty will be triggered. This means that you cannot add funds to your IRA either through rollovers or contributions.
10. You may not roll over or convert your 72(t) payments.
How does Cummins determine eligibility for participation in the Cummins Pension Plan, and what are the implications for employees who temporarily leave the workforce? This inquiry should delve into the specific criteria that define an eligible employee, such as citizenship requirements and exclusions, as well as the continuation of benefits and service credit during approved leaves or breaks in service at Cummins. It would also explore the complexities surrounding vesting and how service prior to a break is credited upon re-employment at Cummins.
Eligibility and Participation in the Cummins Pension Plan: Eligibility for the Cummins Pension Plan requires being an active employee, not participating in another Cummins defined benefit pension plan, and meeting certain citizenship or residency criteria. During approved leaves of absence, employees continue to accrue service credits, ensuring continuous growth in their pension benefits. Notably, vesting occurs after three years of service, securing the employee's entitlement to pension benefits upon leaving the company. The plan handles breaks in service by allowing reemployment within 12 months to count towards vesting and benefit calculations, safeguarding employee benefits against temporary disruptions in their career with Cummins.
What are the potential benefits and limitations of the forms of distribution available under the Cummins Pension Plan, and how should employees prepare for their pension benefit election? This question requires an analysis of various forms of distributions, such as lump sums versus annuities, highlighting the financial implications of each choice, particularly in relation to the IRS rules for 2024 regarding tax treatment. Employees should also consider how their family structure (e.g., marital status, dependents) may influence their decisions when electing a distribution method.
Distribution Forms and Tax Considerations: The Cummins Pension Plan offers various distribution forms, including lump sums and annuities, each with distinct tax implications under IRS rules for 2024. Employees must consider their family structure and tax status when choosing a distribution form, as these factors influence the tax treatment and financial outcome of their pension benefits. The plan provides clear guidelines on these options, ensuring employees can make informed decisions that align with their personal and financial circumstances.
In what ways do pay credits and interest credits accrue within the Cummins Pension Plan, and how can employees gauge their potential retirement benefits over time? This question will focus on the specifics of how pay credits are calculated based on an employee's compensation and service at Cummins, as well as the impact of interest credits on the total account balance and long-term retirement planning. It will also examine how employees can track these credits through the Cummins retirement resources.
Accrual of Pay and Interest Credits: The pension benefits at Cummins accrue through pay credits based on compensation and service, along with interest credits. Employees can monitor their accumulating benefits through the Cummins retirement resources, offering transparency and planning advantages. This structured accrual method supports employees in projecting their future pension benefits and making informed decisions about their retirement timing and financial needs.
How does Cummins ensure compliance with ERISA and other regulatory standards in the management of the Cummins Pension Plan, and what rights do employees have under these regulations? This query should explore Cummins' obligations as a fiduciary in managing employee benefits and highlight the key rights of plan participants. The discussion should include access to plan documents, the process for filing claims, and the significance of ERISA protections for employees retired from Cummins.
Regulatory Compliance and Employee Rights: Cummins diligently adheres to ERISA standards in managing the pension plan, emphasizing fiduciary responsibility and ensuring participants' rights are upheld. Employees have rights to access plan documents, participate in claims and appeals processes, and are protected under ERISA from any plan-related discrimination. This regulatory compliance not only secures the integrity of their pension benefits but also reinforces the legal framework protecting participant rights.
What role does the Pension Benefit Guaranty Corporation (PBGC) play in safeguarding the retirement benefits of Cummins employees, and how does this affect the perception of the plan's reliability? This question would examine the insurance coverage provided by the PBGC, what types of benefits are guaranteed, and under what circumstances benefits may not be fully covered. Employees might analyze how this federal insurance impacts their confidence in the plan, especially in light of changing economic conditions.
Role of the Pension Benefit Guaranty Corporation (PBGC): The PBGC insures the pension benefits under the Cummins Plan, providing a safety net that enhances the reliability of these benefits. Employees covered by the plan can gain confidence in the security of their pensions, knowing that even in the face of potential plan termination, the PBGC guarantees the core benefits, subject to certain legal limits and conditions.
How does the Cummins Pension Plan interface with employees' Social Security benefits, and what should retirees consider when planning for a sustainable retirement income? This inquiry will look at the coordination of benefits under the Cummins plan with Social Security, examining how pension income might influence Social Security calculations. It would require discussions on the timing of retirement elections and how they align with Social Security claims.
Interaction with Social Security Benefits: The Cummins Pension Plan is designed to integrate smoothly with Social Security benefits, offering provisions that help plan participants optimize their total retirement income. Understanding this interaction allows employees to strategically plan their retirement age and benefit commencement, maximizing their financial stability in later life.
What are the specific procedures and deadlines that Cummins employees should follow to successfully elect a distribution from the Cummins Pension Plan upon retirement? This question will necessitate a detailed look at the steps involved in initiating a benefit distribution, including the importance of spousal consent, the timing of application submissions, and any documentation that may be required. Understanding these processes can significantly affect the financial outcomes for retirees.
Procedures and Deadlines for Electing Pension Distribution: The Cummins Pension Plan outlines specific procedures and deadlines for electing a distribution upon retirement, emphasizing the importance of timely and informed decision-making. By understanding these processes, employees can avoid delays and ensure that they receive their pension benefits in the manner that best suits their post-retirement financial plans.
What are the implications of choosing to defer pension benefits and how does the Cummins Plan accommodate employees who opt not to start their benefits at the normal retirement date? This inquiry could address the potential financial consequences of deferring benefits, including eligibility requirements for such deferral and how it aligns with IRS regulations. Employees should critically evaluate their financial situations and retirement goals, weighing the allure of continued employment against starting their retirement benefits sooner.
Deferring Pension Benefits: Employees at Cummins have the option to defer their pension benefits beyond the normal retirement date, which can influence the financial value of their benefits. The plan provides guidelines on how deferral impacts benefit calculations and distributions, assisting employees in making decisions that align with their long-term financial goals.
How can Cummins employees designating beneficiaries ensure that their wishes are respected concerning death benefits, particularly in light of recent changes in the pension landscape? This question focuses on the options available to employees for designating beneficiaries, the process for updating these designations over time, and the specific forms that need to be completed to ensure compliance with the Cummins Pension Plan. It will also discuss the impact of state and federal laws on these designations.
Designating Beneficiaries and Ensuring Compliance: The plan stipulates clear processes for designating beneficiaries for pension benefits, ensuring that employees' wishes are respected and legally documented. This is crucial for planning and securing financial provisions for survivors, reflecting the plan's comprehensive approach to retirement benefits.
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Accessing Information and Assistance: Cummins provides multiple channels for employees to access information and assistance regarding their pension plan, including online resources and a dedicated service center. This accessibility ensures that employees can obtain detailed information and personalized support, enabling them to navigate their pension benefits effectively.