<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=314834185700910&amp;ev=PageView&amp;noscript=1">

New Update: Healthcare Costs Increasing by Over 60% in Some States. Will you be impacted?

Learn More

Exploring Family Limited Partnerships and Limited Liability Companies: A Guide for Duke Energy Employees

image-table

Healthcare Provider Update: Healthcare Provider for Duke Energy Duke Energy utilizes a range of health benefits and insurance plans provided through major healthcare organizations, with Aetna being one of the primary providers offering their employee health insurance coverage. Potential Healthcare Cost Increases for Duke Energy in 2026 As 2026 approaches, Duke Energy employees may face significant healthcare cost increases due to a combination of factors impacting the broader health insurance market. Record premium hikes for Affordable Care Act (ACA) marketplace plans, with some states eyeing increases exceeding 60%, could manifest in employer-sponsored plans as well. The potential expiration of enhanced federal premium subsidies, alongside rising medical costs and aggressive rate hikes from insurers, may significantly elevate out-of-pocket expenses for beneficiaries. This perfect storm of factors indicates that employees might need to prepare for substantial healthcare financial burdens in the upcoming year, as many individuals could see their premiums rise by more than 75%. Click here to learn more

If you own and operate a family business, a family limited partnership (FLP) or family limited liability company (FLLC) could become a vital component of your estate plan. A properly formed and maintained FLP or FLLC can facilitate the transfer of your business to the next generation, protect assets from potential creditors, and minimize income, gift, and estate taxes.

What is an FLP/FLLC?

Many of our Duke Energy clients ask about FLPs and FLLCs. An FLP is a special form of limited partnership where members of a family serve as general and limited partners. An FLLC is a corporate entity owned by family members who may or may not serve as managers. With an FLP, general partners run the business. Limited partners have no vote and no say about day-to-day operations, but, they have limited liability; they aren't liable for the debts of the FLP in excess of their contributed capital. With an FLLC, all of the family members, even if they serve as managers, have limited liability (as with any corporate entity).

Note:  The rest of this discussion will refer to an FLP; however, the underlying principles apply to FLLCs as well.

With a typical limited partnership, a general partner who has experience will team up with limited partners who have capital. In the family context, however, the senior generation typically starts out as both the general and the limited partners. They then gift the limited partnership interests to the younger generation. The general partners can gift as much as 99% of the business to the limited partners, keeping as little as 1%. This can be an ideal solution for our Duke Energy clients who want to transfer ownership of their business to their children, but also want to keep control until their children can gain experience and become competent enough to manage the business on their own.

Asset Protection

An FLP can provide some measure of asset protection for the limited partners. It generally takes a court order (called a charging order) for a creditor to reach a limited partnership interest, and even this only requires the FLP to pay income to the creditor instead of the partner until the debt is paid. In this case, the creditor does not become a substitute partner. He or she must wait until the general partner decides to distribute income (which may be a very long time). In addition, FLP assets are likewise protected from loss due to divorce. The general partner, however, does not receive the same protection and is personally responsible for the debts and liabilities of the FLP.

Income Tax Considerations

An FLP is a pass-through entity for income tax purposes. This means that the IRS does not recognize an FLP as a taxpayer (as it does for a corporation), and the income of the FLP passes through to the partners. So, you can shift business income and future appreciation of the business assets to other members of your family who may be in a lower tax bracket. The family as a whole can enjoy tax savings. From 2018 to 2025, subject to various limits, an individual taxpayer can deduct 20% of domestic qualified business income (excludes compensation) from a FLP.

Tip:  The partners must report the income earned by the FLP on their personal income tax returns and are responsible for payment of any tax owed. Income is allocated to each partner based on his or her share of the contributed capital (i.e., pro-rata share).

Featured Video

Articles you may find interesting:

Loading...

Gift and Estate Tax Considerations

One of the most powerful advantages of an FLP that we'd like our clients from Duke Energy to be aware of is that it can help minimize federal gift and estate taxes.

This is accomplished in three ways:

  1. Leveraging the annual gift tax exclusion and gift and estate tax applicable exclusion amount: Gifts of interest in an FLP are subject to federal gift tax (and possibly state gift tax). However, you can minimize or eliminate your actual gift tax liability by transferring FLP interests in increments that are free from gift tax under the annual gift tax exclusion ($15,000 per recipient in 2019 and 2020). Further, every taxpayer has a federal gift and estate tax applicable exclusion amount equal to the basic exclusion amount of $11,580,000 (in 2020, $11,400,000 in 2019) plus any deceased spousal unused exclusion amount, so transfers that do not fall under the annual gift tax exclusion will be free from gift tax to the extent of your available applicable exclusion amount. Both the annual exclusion and the basic exclusion amount are indexed for inflation and may increase in future years.
  2. Taking valuation discounts: You may be able to discount the value of the FLP interests given away. That's because the limited partners have very restricted rights, such as:(a) the inability to transfer an interest, (b) the inability to withdraw from the FLP, and (c) the inability to participate in management. These restrictions can result in a business value that is significantly less than the value of the underlying assets. These discounts can be considerable, totaling as much as 35%. The discounts available include the minority interest (lack of control) discount and the lack of marketability discount.
  3. Removing future appreciation from your estate: Business assets generally appreciate (increase in value) over time. Distributing your assets among family members (through the FLP) freezes the current value and keeps any growth in value out of your estate later. You may have to pay gift tax now, but it will be less than if tax is calculated on a higher future value.

FLPs Must Comply With State Law and IRS Requirements

An FLP is subject to more restrictive rules than other forms of business entities. Care must be taken to create a valid FLP in the eyes of the state and the IRS. An FLP will be recognized only if it is formed for a valid business purpose. The FLP form will be disregarded if the IRS or the state finds that it was formed solely to avoid taxes.

Some specific purposes for creating an FLP include:

  • To adopt a family succession plan
  • To simplify annual gifting by the senior generation
  • To minimize income, gift, and estate taxes
  • To protect assets from potential creditors
  • To protect assets from waste by heirs
  • To consolidate assets into a single entity
  • To keep the business in the family
  • To decrease estate and probate costs

Additionally, an FLP may own a closely held business (other than a corporation that has made an election to be taxed as an 'S' corporation), real estate, marketable securities, or almost any other investment asset. Homes, cottages, or other personal use assets are normally not suitable for an FLP.

Tips For Forming And Maintaining A Valid FLP:

  •  Have one or more substantial nontax purposes for creating the FLP, such as asset protection
  •  Keep good records
  •  Create the FLP while you're still in good health
  •  Observe all legal formalities when creating the FLP and while operating the business
  •  Hire an independent appraiser to value assets going into the FLP
  •  Transfer legal title of assets going into the FLP
  •  Put only business assets into the FLP — don't put any personal assets into the FLP
  •  If you do put personal assets into the FLP, such as your home, pay fair market rent for their use
  •  Don't commingle FLP assets and personal assets — keep them separate
  •  Never use FLP assets for personal purposes
  •  Keep enough assets outside the FLP to pay for personal expenses
  •  Distribute income to partners pro rata

  

 

 

How does the Duke Employees' Retirement Plan calculate benefits at normal retirement age, specifically for employees who reach the age of 65? In what circumstances might an employee consider retiring before reaching this age, and how would the benefits differ if they choose this option?

Benefit Calculation at Normal Retirement Age: Duke Employees' Retirement Plan calculates benefits for employees who retire at age 65 by applying a formula that includes 1.25% of their average final compensation for the first 20 years of credited service and 1.66% for any additional years. If an employee retires before 65, they can do so after age 45 with 15 years of service, but their benefits will be reduced based on how early they retire, resulting in lower payments due to a longer payout period.

What considerations should an employee keep in mind regarding their unused sick leave or carry-over bank hours when calculating benefits under the Duke Employees’ Retirement Plan? How does Duke utilize these factors to enhance an employee's credited service for the purpose of benefit calculation?

Impact of Unused Sick Leave and Carry-Over Bank Hours: Unused sick leave and carry-over bank hours are converted into additional credited service, which can enhance the calculation of retirement benefits. Employees who have accumulated these hours can see their credited service extended, leading to higher pension benefits at retirement.

In what situations would an employee's benefits under the Duke Employees' Retirement Plan be automatically paid in a lump sum? How does the Plan determine the value of benefits that fall below the threshold for monthly payouts, and what implications does this have for retirement planning?

Lump-Sum Payments for Small Benefits: If the value of an employee's benefit is $5,000 or less, Duke Employees' Retirement Plan automatically pays it as a lump sum. For benefits between $5,000 and $10,000, employees can choose between a lump-sum payment or a monthly pension. This can significantly impact retirement planning, especially for employees weighing whether to take a smaller upfront amount or spread it over time.

How does the Duke Employees' Retirement Plan handle benefit adjustments for employees who continue to work beyond their normal retirement age? What factors influence how these adjustments are calculated, and what implications might this have for future financial planning for employees nearing retirement?

Benefit Adjustments for Postponed Retirement: Employees who continue working beyond their normal retirement date will see their benefits increased annually (by no less than 10%) to account for the shorter period during which they will receive payments. The plan recalculates benefits based on the employee’s continued service and compensation after age 65.

What options are available to employees of Duke University regarding payment forms when they retire, and what are the long-term implications of choosing each option? How do these choices affect both the retiree's monthly income and survivor benefits for a spouse or other beneficiary?

Payment Form Options and Implications: At retirement, employees can choose various payment options such as a single life annuity, joint and survivor annuities, or a lump-sum payment. These choices affect the amount received monthly and any survivor benefits for a spouse or beneficiary. Employees should carefully consider their long-term financial needs and the needs of their beneficiaries when selecting a payment option.

What specific protections does the Duke Employees' Retirement Plan provide for spouses in the event of an employee's death, and how does this influence the choice of payment options? What steps must an employee take to ensure that their spouse's rights are upheld under the Plan?

Spousal Protections: The Plan provides protections for spouses in the event of an employee's death. A surviving spouse can receive 50% of the employee's reduced monthly benefit through a joint and survivor annuity. Employees must take steps to ensure spousal rights are protected by selecting the appropriate payment option and ensuring the necessary documentation is completed.

How can employees of Duke University ensure that they are informed about their rights under ERISA while participating in the Employees' Retirement Plan? What resources and tools does Duke provide to help employees understand and assert these rights?

Employee Rights Under ERISA: Duke provides resources for employees to understand their rights under ERISA, including access to plan documents and assistance in filing claims. Employees are encouraged to use Duke's available tools to assert their rights and ensure they are fully informed about the benefits available to them under the Plan.

In what ways can employees at Duke University navigate the complexities of reemployment after retirement, and how does their choice of retiree status affect their benefits? What regulations govern how benefits are recalculated if they choose to return to work at Duke?

Reemployment After Retirement: Employees who return to work at Duke after retiring can continue to receive their pension if they work fewer than 1,000 hours per year. However, if they exceed 1,000 hours, their payments will be paused and recalculated based on additional service and earnings when they retire again. This provides flexibility for employees considering reemployment after retirement.

What impact do legislative changes, such as those introduced by the IRS, have on the Duke Employees' Retirement Plan’s structure and benefits? How should employees approach understanding these changes in the context of their personal retirement strategies?

Impact of Legislative Changes: Changes introduced by the IRS or other regulatory bodies can impact the structure of the Duke Employees' Retirement Plan and its benefits. Employees should stay informed about these changes and how they affect personal retirement strategies, particularly regarding tax laws and pension calculations.

How can employees at Duke University contact the Retirement Board for questions or clarifications regarding their retirement benefits? What is the best approach for reaching out to ensure that they receive timely and accurate information?

Contacting the Retirement Board: Employees can contact Duke's Retirement Board for any questions or clarifications regarding their retirement benefits. The Retirement Board is responsible for managing the Plan, and employees are encouraged to reach out directly for timely and accurate information to address any concerns about their retirement.

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
Duke Energy offers a comprehensive employee pension plan known as the Duke Energy Retirement Cash Balance Plan (RCBP), which has undergone restructuring over the years. This plan is available to employees based on years of service and age qualification, with specific details outlined in the company's plan documents. Duke Energy also provides a 401(k) plan named the Duke Energy Retirement Savings Plan (RSP), offering both traditional and Roth options. Employees typically become eligible for these plans after meeting certain service requirements, with detailed formulas for calculating benefits. The Summary Plan Description (SPD) and other relevant documents provide precise details, including the specific pages where this information can be found. It’s important to refer to these documents to understand eligibility criteria, plan formulas, and other terms specific to Duke Energy’s retirement benefits.
Layoffs and Reorganization: Duke Energy has implemented layoffs as part of a broader effort to cut costs and refocus on clean energy initiatives. In 2023, the company laid off a few hundred employees, mainly in Charlotte, as part of a $300 million cost-saving strategy. These layoffs were primarily in corporate and operational support roles. Duke Energy is also reorganizing to enhance efficiency as it continues to transition towards cleaner energy sources, including the expansion and modernization of its clean energy grid. This restructuring is crucial to maintaining competitiveness in the evolving energy market. Importance: Addressing these layoffs and reorganization is vital given the current economic and investment climate, as well as the political push for cleaner energy solutions. Understanding the impact of these changes helps stakeholders navigate the uncertainties in the energy sector.
I gathered detailed information about Duke Energy's employee stock options and Restricted Stock Units (RSUs) for the years 2022, 2023, and 2024. Duke Energy offers both stock options and RSUs to its employees, primarily as part of its compensation and incentive programs. The company uses specific acronyms such as DUK for its stock symbol and references these programs in its financial reports and proxy statements. In 2022, Duke Energy expanded its RSU offerings, which were primarily targeted at senior management and key employees as a form of long-term incentive. The stock options and RSUs are granted based on performance criteria, and employees who meet these criteria, particularly those in leadership roles, are eligible. By 2023, Duke Energy continued to utilize RSUs as a significant part of its compensation strategy, with a focus on aligning employee incentives with shareholder interests. This program was further reinforced in 2024 as part of the company's efforts to retain top talent during a period of operational restructuring.
For Duke Energy, the health benefits offered to employees in the years 2022, 2023, and 2024 are comprehensive and focus on a range of healthcare needs. Duke Energy provides medical, dental, vision, life, and disability coverage as part of its total rewards package. Additionally, wellness programs, retirement benefits, and work-life balance programs are emphasized to ensure the well-being of employees. Some specific healthcare-related terms and acronyms used by Duke Energy include the UHC (UnitedHealthcare) Transparency in Coverage initiative, which is part of their efforts to comply with legal requirements and ensure employees have access to clear information about their healthcare costs. Duke Energy also offers Parental Leave Pay for both mothers and fathers, providing up to six weeks of paid leave for new parents. In terms of recent employee healthcare news, Duke Energy has been actively involved in initiatives that align with their sustainability goals, which indirectly impact employee health benefits. For example, their clean energy transition is likely to bring about changes in the healthcare policies related to environmental health and safety as the company focuses on reducing its carbon footprint and promoting sustainable practices across its operations.
New call-to-action

Additional Articles

Check Out Articles for Duke Energy employees

Loading...

For more information you can reach the plan administrator for Duke Energy at 550 S Tryon St Charlotte, NC 28202; or by calling them at (800) 777-9898.

https://hr.duke.edu/benefits/retirement/457b/ https://investors.duke-energy.com/news/news-details/2022/Duke-Energy-expands-clean-energy-action-plan-02-09-2022/default.aspx https://www.stordahlcap.com/insights/understanding-net-unrealized-appreciation-nua-and-its-tax-benefits https://corient.com/insights/articles/net-unrealized-appreciation-strategy-after-tax-contributions https://www.thelayoff.com/duke-energy?page=2 https://www.myplaniq.com/LTISystem/f401k_plan.action?ID=4666 https://www.sec.gov/ https://simpleqdro.com/

*Please see disclaimer for more information

Relevant Articles

Check Out Articles for Duke Energy employees