Why It’s Time to Retire the 401(k) – Part 2

A Brief History of the 401(k)

 
Congress was trying to close a loophole on executive bonuses when it created the 401(k). Most companies intended 401(k)s — which were originally called salary-reduction plans but then renamed for the portion of the tax code that makes them possible — to be a perk for highly paid executives, not a pension replacement. That’s because lower-paid employees probably could not afford to defer a portion of their paychecks. So companies held on to their pension systems even as they added 401(k)s, which by law they had to make available to all employees. When the market took off in the 1980s, the rank and file clamored to get in.

With a 401(k), contributions came out of your pay but were not taxed, and you had control of them. Contributions could be added or suspended. Best of all, when you left your company, your 401(k) traveled with you, removing a penalty for switching jobs that had been built into the pension system. On the corporate end, a change in accounting rules made the growing cost of pensions more apparent to shareholders. Cutting the pension was a guaranteed way to improve the bottom line. The rise of the 401(k) began.

Around the same time, Occidental was having problems. In the late 1960s the company bought Hooker Chemical Co. in a effort to diversify. But in the 1970s, allegations surfaced that toxic waste that Hooker dumped into the ground during the 1940s and early ’50s was causing severe health problems in Niagara’s Love Canal neighborhood. Oxy Pete needed cash to shore up this and other problems, and its CEO, Armand Hammer — flamboyant, powerful and ultimately corrupt — came up with a solution: raid the retirement kitty. Amazingly, this was legal at the time, and Hammer wasn’t alone in doing it.

High interest rates in the inflationary 1970s produced solid returns for Oxy’s bond-heavy pension fund — so much so that Oxy’s accountants figured the plan was overfunded by $600 million. For Oxy to get at that cash, pension laws required it to close its fund and start again. It did so with a far cheaper option: the employee-funded 401(k). The company made it clear that with the high interest rates at the time, Oxy employees could see their 401(k) account balances soar with little risk. Few doubted it — Oxy, like most other big companies of that era, had always taken care of its own.

At first, Occidental’s union workers were not allowed into the plan. So when Ernie Lucantonio was offered a supervisor job in the fire-retardant division at Occidental, part of the reason he took it was to get into the 401(k). “The 401(k) forced you to save money, because you couldn’t touch it,” says Lucantonio. “I was making good money, but I wasn’t saving anything. I had three kids going to college. So the 401(k) forced me to save, which I needed.”

After 34 years, he left Oxy in 2005. Lucantonio, 61, is proud of what he has been able to afford in retirement. He and his wife bought a cabin in New York’s hilly Southern Tier. “It’s even got ceramic tile in the kitchen,” he says. He would like to spend more time there, but like many other former Occidental employees we talked to, he’s had to unretire into a new job. He is a real estate agent.

If Occidental had stuck with its pension plan, Lucantonio might not have to work. When he retired, he had a salary of nearly $80,000. That means he would have received a pension check of about $3,100 a month. It would be nice if 401(k)s could produce a guaranteed check as pensions do. But most 401(k)s don’t generate enough income, and Lucantonio’s is no different. He retired from Occidental with $350,000 in his 401(k). That’s a hefty sum, but he can withdraw just 4% of it annually, or about $1,200 a month, to limit the chances of outliving his money. That’s 60% less than what the traditional pension would have paid him.

Dennis O’Neil plays the part of a former HR executive well. You can find O’Neil, who left Oxy on disability a few years ago, on a golf course, clad in picture-perfect golden-years attire: a black Izod shirt with white shorts, faux-alligator-skin cleats, Ray-Bans, a gold shamrock hanging from a gold chain on his neck and a black baseball cap. But O’Neil’s retirement outlook is growing darker every day. He once made a six-figure salary, but the 63-year-old is fairly certain that his savings won’t be able to sustain him for very much longer. He has some $500,000 left in his 401(k) and spends about $75,000 a year. At this rate, he worries he will tap out his retirement savings within the next decade.
(See 10 things to buy during the recession.)

Unless, as O’Neil’s thinking goes, he can make something happen in the stock market. So he spends much of his day watching CNBC. “Right now, I want to know which area of the economy is going to recover first. Will it be retail? Commodities? Energy?” says O’Neil. Playing the market is probably the wrong thing to do, but he got divorced eight years ago, depleting a good portion of his savings, and his medical bills are likely to go up soon. O’Neil is going blind from histoplasmosis. These days he has to golf with a friend. He would like to buy a house in Florida before he loses his eyesight completely, but he just can’t afford it.

Under Occidental’s old pension plan, he would have gotten a monthly check of about $2,200. More important, he wouldn’t have to spend much of his remaining eyesight squinting at CNBC, wondering how he will afford the rest of his life. The pension check would have been guaranteed until he died. “I’m a pretty optimistic guy, but I’m still worried,” says O’Neil. “Ten years from now, where am I going to be after I burn through the cash?”

To see Part 3, click here:  http://davehageman.com/investment-solutions/why-its-time-to-retire-the-401k-part-3

For more information from this story, please reference,

http://www.time.com/time/business/article/0,8599,1929119-3,00.html