The ERISA (Employee Retirement Income Security) Act of 1974 set down rules for how employee retirement pension and medical plans must be run.
In particular, it set rules on how traditional “defined benefit” must be run, including required contributions by the employer to ensure that the fund has the money needed to pay out promised benefits, professional management of the fund assets, and periodic reports to employees.
Two results:
–an explosion in size of the brokerage and investment management businesses, and
–a seismic shift by companies away from traditional promises of specified retirement benefits (like pension payments to retirees of a specified percentage of their salary while working) to defined contribution plans. In the latter case, the firm periodically pays a specified amount into a tax-deferred retirement account for the employee. This essentially transfers the economic uncertainty of an employee living an extra-long life from the firm to the employee. And it empowers/obligates the employee to take control of his own investment decisions.
The big exception to this shift is government entities, which by and large have retained traditional pension plans for their workers.
ERISA requires that pension providers make regular reports to plan participants on how well funded they are, meaning how much has the provider put aside as a percentage of what it calculates is needed to make the pension payments they are committed to. On average in the US, state plans are about 80% funded. In my home state of New Jersey, on the other hand, funding is somewhere in the 50%-60% range.
These figures can easily change with the ups and downs of the financial markets. And they have the potential to look ugly during a periodic economic downturn that can depress prices in public markets.
Hence, one of the big appeals of private investments–that there’s no Mr. Market pushing current prices down during recessions.