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Rules When Inheriting IRA's for Leggett & Platt Employees

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Healthcare Provider Update: Healthcare Provider for Leggett & Platt: Leggett & Platt typically offers health benefits through major insurance providers, with Aetna being one of the key healthcare partners. Aetna provides a range of health and wellness solutions for its employees, ensuring access to healthcare services and support. Potential Healthcare Cost Increases in 2026: The healthcare landscape is bracing for significant premium hikes in 2026, driven by a convergence of factors including rising medical costs and the potential expiration of enhanced ACA premium subsidies. Reports indicate that ACA marketplace premiums could surge by as much as 75% for many enrollees, with certain states anticipating increases exceeding 60%. This scenario is compounded by large insurers filing for substantial rate increases, leading to not only a financial hit for consumers but also raising concerns over access to affordable healthcare coverage. As companies like Leggett & Platt navigate these impending cost escalations, both employers and employees will need to strategize and adapt to maintain care affordability amidst these challenges. Click here to learn more

Retirement planning for Leggett & Platt employees can be a complicated field with a lot of laws and procedures governing the distribution and taxation of assets, such as Individual Retirement Accounts (IRAs). While an IRA inheritance can be a useful source of money, it also comes with a number of responsibilities and things beneficiaries need to keep in mind. The purpose of this article is to clarify the complex legal landscape that surrounds IRA inheritance, outlining beneficiary alternatives, the tax consequences of distributions, and tactical considerations for Leggett & Platt employees looking to manage these assets.


Understanding IRA Inheritance

Depending on the type of IRA and the beneficiary's relationship to the deceased, there are different statutory requirements for inheriting an IRA. Fundamentally, the inheritance procedure permits the beneficiary to receive the assets of the IRA without being subject to immediate taxation. But taking money out of the inherited IRA later on frequently has tax repercussions that call for cautious consideration from Leggett & Platt employees.

Spousal vs. Non-Spousal Beneficiaries

A level of latitude in managing inherited IRA funds is afforded to spouse beneficiaries, which is not the case for non-spouse beneficiaries. A spouse has three options: take ownership of the account, continue to be the beneficiary of the preexisting account, or roll over the inherited IRA into their own IRA. Every choice has different tax ramifications and things to think about when it comes to Required Minimum Distributions (RMDs).


In contrast, non-spouse recipients typically face more stringent regulations concerning the timing and mode of withdrawals from inherited IRAs. With certain exclusions, the Setting Every Community Up for Retirement Enhancement (SECURE) Act of 2019 significantly altered the RMD standards for beneficiaries who are not spouses. It required that the inherited IRA be exhausted within ten years of the original owner's passing.

Tax Factors and Mandatory Minimum Distributions

Distributions from inherited IRAs are subject to taxes depending on when they are taken out and whether they are regular or Roth accounts. Traditional IRA distributions are usually taxed as income, but, under certain circumstances, withdrawals from Roth IRAs may be tax-free. The regulations controlling RMDs, which change according to the beneficiary's classification and the date of the IRA owner's passing, must also be followed by beneficiaries.

The SECURE Act and other laws, such as the SECURE Act 2.0, have changed the requirements for inherited IRAs and changed the age at which IRA owners must begin taking RMDs. The significance of remaining up to date with the current regulatory framework in order to optimize the handling of inherited IRA assets is highlighted by these legislative changes.

Strategies for Managing Inherited IRAs

The financial usefulness and tax efficiency of these assets can be greatly impacted by the choices beneficiaries of inherited IRAs must make. Crucial tactics encompass comprehending the particular regulations that apply to one's circumstances, taking into account the tax consequences of distributions, and investigating methods for reducing the tax liability linked to inherited IRAs.

The choice to take over the IRA or continue receiving benefits from it may have an impact on when required minimum distributions (RMDs) are due and how payments are taxed for spouse beneficiaries. Beneficiaries who are not spouses must manage the ten-year distribution rule, balancing the advantages of distributing funds over this time frame against possible tax ramifications.

Special Considerations

Inherited IRAs are subject to a number of unique regulations and concerns, such as those pertaining to minor children, beneficiaries who are incapacitated or chronically ill, and the potential to make qualified charitable contributions. To optimize the benefits of the inherited IRA, care should also be given to how various beneficiaries are treated and how federal estate taxes are allocated.

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In summary

Beneficiaries of an IRA inheritance must negotiate a complicated regulatory environment, which can be both an opportunity and a challenge. Through comprehension of the regulations controlling IRA inheritance, contemplation of the tax consequences associated with distributions, and implementation of tactical management techniques, recipients can proficiently utilize these resources to bolster their financial objectives. As with all things financial planning, it's best to speak with tax and investment experts to customize plans to specific situations and make sure retirement assets are in accordance with the always changing regulatory landscape.

It is important for Leggett & Platt employees to take note of the latest IRS clarification about the handling of non-spouse beneficiaries under the SECURE Act if you are approaching retirement or are in charge of managing an inherited IRA. The IRS stated in 2021 that for IRAs inherited after 2020, non-spouse beneficiaries must follow the ten-year distribution rule. On the other hand, by doing away with the requirement for yearly RMDs, this law makes inheritance asset planning easier and permits calculated withdrawals that can reduce their tax burden over the course of ten years. Beneficiaries can now plan more easily and distribute income more freely thanks to this modification ('IRS Update on Inherited IRAs,' IRS.gov, March 2021).

The regulations around inheriting an IRA can be compared to an experienced sailor making his way through known but constantly shifting waters. Beneficiaries of Individual Retirement Accounts (IRAs) must acquaint themselves with the intricate landscape of tax regulations, distribution rules, and available strategic options, much as a sailor needs to be aware of the subtleties of the sea, the tides, and the weather to reach their destination safely. Spouses may find the journey to provide more freedom and navigational tools, enabling a smoother sail through sometimes turbulent tax ramifications. But non-spouse beneficiaries have a more difficult path ahead of them due to the SECURE Act's ten-year restriction, which necessitates careful planning to minimize needless tax obligations. The objective in both cases is to handle the inherited assets in a way that guarantees a safe and effective transition, optimizing the advantages while carefully and precisely managing the tax ramifications.

Not tax advice. Discuss your individual situation with a qualified tax professional. 

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
For Leggett & Platt, I have found specific details about the company's pension and 401(k) plans during 2022, 2023, and 2024. Leggett & Platt offers both a defined benefit pension plan and a 401(k) savings plan for their employees. The pension plan, known as the Defined Benefit Pension Plan, calculates benefits based on years of service and final average pay. Employees become vested in the pension after five years of service. The retirement age for full benefits is typically 65, though early retirement options with reduced benefits may be available starting at age 55. The pension benefit formula considers a percentage of the employee's highest consecutive five years of earnings multiplied by the years of credited service. For instance, the maximum benefit payable by Leggett & Platt’s defined benefit pension plan in 2022 was capped at $245,000 annually, and it increased to $265,000 in 2023 and $275,000 in 2024. In addition to the pension plan, Leggett & Platt offers a 401(k) plan called the Leggett & Platt Employee 401(k) Plan. Employees can contribute to the plan, with the company matching a portion of the contributions. The 401(k) plan allows participants to defer part of their salary pre-tax or post-tax into investment options provided by the plan. In 2022, the employee contribution limit for 401(k) plans was $20,500, which increased to $22,500 in 2023 and $23,000 in 2024. Employees over age 50 are eligible for catch-up contributions, which were $6,500 in 2022 and 2023 and increased to $7,500 in 2024​ (WCT Pension)​ (Pension Rights Center)​ (ICMARC)​ (Pension Rights Center).
In January 2024, Leggett & Platt announced a major restructuring plan involving the elimination of 900 to 1,000 jobs and the closure of 15 to 20 facilities. The restructuring primarily impacts the Bedding Products segment but also extends to Furniture, Flooring & Textile Products. The company plans to consolidate manufacturing and distribution operations from 50 to approximately 30-35 facilities, aiming to optimize efficiency and align capacity with market demand​
Leggett & Platt (LEG) offers both stock options and Restricted Stock Units (RSUs) as part of their employee benefit programs. These stock options and RSUs are designed to provide long-term incentives to employees, aligning their interests with the company's growth. The stock options are typically granted under the company's Incentive Stock Option Plan (ISO), which allows employees to purchase company shares at a set price after a vesting period. RSUs are granted as part of the company's Employee Stock Purchase Plan (ESPP), which provides employees with the opportunity to buy company shares at a discounted rate, subject to specific vesting schedules. In 2022, Leggett & Platt issued approximately 0.9 million shares through their employee benefit plans, reflecting their commitment to providing equity-based incentives. These shares were primarily distributed to senior executives and employees meeting specific eligibility criteria, typically based on job performance and tenure​ (Leggett & Platt). In 2023, the company continued its practice of issuing stock options and RSUs as part of its employee compensation program, focusing on key executives and senior management. Leggett & Platt is also known for regularly reviewing their stock option and RSU offerings to remain competitive in their industry. Eligible employees include those in management and key operational roles across their various business units​ (Leggett & Platt). The latest updates on stock options and RSUs for 2024 highlight Leggett & Platt's commitment to employee engagement and retention through these financial incentives. The company's stock incentive plans continue to be a significant part of their total compensation strategy, aiming to foster long-term growth and shareholder value. Employees eligible for these options are typically those in leadership positions, although the company occasionally extends these benefits to high-performing staff in critical roles​ (Leggett & Platt).
Leggett & Platt offers competitive health benefits to its employees, focusing on comprehensive coverage across medical, dental, and vision plans. In 2023, the company continued to provide its employees with self-insured health plans, which gives it greater control over managing healthcare costs while maintaining flexibility in the services offered. Employees benefit from coverage that includes preventive care, prescription drug services, and wellness programs aimed at improving overall health. Recent changes have seen an emphasis on preventive services and mental health support, reflecting broader industry trends. These developments align with the company's commitment to employee well-being, as they work to mitigate rising healthcare costs in a challenging economic environment​ (Leggett & Platt). In light of ongoing economic pressures and healthcare inflation, Leggett & Platt has adapted its healthcare benefits to ensure both competitiveness and sustainability. In 2024, the company introduced additional wellness initiatives, addressing concerns over healthcare cost increases that are anticipated across industries. The focus on mental health and preventive services is particularly critical given the current political and economic climate, where employee health is a growing priority for employers. By maintaining robust health benefits, Leggett & Platt seeks to attract and retain top talent while balancing the need for cost-effective solutions in a volatile market. These adjustments are particularly relevant in an era where political uncertainties and investment pressures are influencing corporate healthcare strategies​ (Leggett & Platt) .
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For more information you can reach the plan administrator for Leggett & Platt at , ; or by calling them at .

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