Year-End Market Analysis Highlights Global Momentum

However, the increasing “narrowness” of the sources of return in broad market indexes is concerning to MFS experts.

During a year-end investing outlook webcast hosted by MFS Investment Management, James Swanson, chief investment strategist, and Erik Weisman, chief economist, highlighted stronger global growth and “merely moribund” inflation as important tail winds for U.S. retirement savers.

Of course, they also pointed to global macroeconomic concerns—fitting squarely in the camp viewing the economic rise of China increasingly as a concern for the performance of developed Western economies.  

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The MFS data shows relative global growth trends have held steady since 2012: Developed economies have hovered between 0.5% and 2% GDP growth while emerging economies have ranged between 3.5% and 5% over that time. Interestingly, manufacturing performance indicators have been more even across global and developed economies—in fact developed economies have turned in higher manufacturing performance index levels since roughly 2013.

According to the MFS experts, “global inflation is still missing in action.” Inflation in the U.S. since 2015 has remained very close to the Federal Reserve’s 2% target, while inflation in the Eurozone has hovered around 1%. MFS pins inflation in China around 0% to 0.5% for this time period, while Japan has slipped in 2017 toward and even below 0% inflation.

Swanson and Weisman presented evidence to the effect that improved growth this year has come on the back of better industrial production and better trade. Moving to the all-important question of whether economic fundamentals align with current market pricing, they suggest there are some reasons for valuation concern. Right now the S&P 500 is trading around 18-times the price-to-next-12-months’ earnings ratios, compared with an average of 14.4-times. European indexes similarly are trading some distance above the long-term average. Emerging markets and Japan, on the other hand, are trading right in the ballpark of their long-term averages.

The increasing “narrowness” of the sources of return in broad market indexes is also concerning to the MFS experts. Looking at the returns from the top 50 companies by market capitalization in the S&P 500, one sees that just the top 10% of companies by market cap represent a whopping 56% of total returns. In Europe the issue is equally apparent: the top 5% of the MSCI EAFE index returned 32% of the total return so far in 2017.

According to Swanson and Weisman high merger and acquisition activity tied to margin borrowing indicate the impressively long-live bull market may be reaching late in its cycle. However other signs are cause for optimism about an even longer growth streak—for example the percent total of U.S. households who are delinquent on credit card balances, which peaked at nearly 14% in 2009, has since dropped to 6% in 2017.

On the fixed-income side, MFS clients are increasingly asking questions about how to address the flattening yield curve, the experts noted. This will not be easy, but there are potential options for potentially boosting returns, such as laddering the portfolio.

The pair concluded that the markets in 2018 will be driven by four themes: even concentrated markets; growth over profits; questions about the conventional efficient investment thesis; and evolving convictions about growth versus value investments.

Post-Termination Contributions for Employee Receiving Severance Pay

“We are a 501(c)(3) private tax-exempt hospital that  sponsors a 403(b) plan. We have an employee who has been here for many years whom we are forced to terminate since we are phasing out his entire department.

“However, we want to reward him for his lengthy service and valuable contributions to the hospital as best we can. We are providing him with severance, but we understand that we cannot make contributions to the 403(b) plan based on that severance pay.

 

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“But, could we make post-termination contributions under the 403(b) rules that allows for employer contributions following termination of employment? Or would that not be permitted in his case since we are already paying him severance? He is a non-highly compensated employee if that makes a difference.”

 

Stacey Bradford, David Levine and David Powell, with Groom Law Group, and Michael A. Webb, vice president, Retirement Plan Services, Cammack Retirement Group, answer:

 

You are quite correct that severance pay (i.e., payments to a former employee for NOT working) must be excluded from a 403(b) plan’s compensation definition, and thus you cannot make contributions to the 403(b) based on severance pay.

 

Post-retirement employer contributions to a 403(b) plan also may not be based on severance pay because only includible compensation for the employee’s most recent one-year period of service may be taken into account. From the final 403(b) regulations:

 

(d) Employer contributions for former employees—(1) Includible compensation deemed to continue for nonelective contributions. For purposes of applying paragraph (b) of this section, a former employee is deemed to have monthly includible compensation for the period through the end of the taxable year of the employee in which he or she ceases to be an employee and through the end of each of the next five taxable years. The amount of the monthly includible compensation is equal to one twelfth of the former employee’s includible compensation during the former employee’s most recent year of service. Accordingly, nonelective employer contributions for a former employee must not exceed the limitation of section 415(c)(1) up to the lesser of the dollar amount in section 415(c)(1)(A) or the former employee’s annual includible compensation based on the former employee’s average monthly compensation during his or her most recent year of service.

 

Thus, assuming that nondiscrimination testing can be satisfied (and, in your case, since the individual is an NHCE, it would be satisfied) and that the 415 limit on total annual additions is not exceeded, you are free to make a contribution for the former employee in question for up to five tax years following the tax year when the individual ceases to be an employee. The contribution would be based on the compensation during the former employee’s most recent year of service, excluding severance. The fact that the employee is receiving severance is irrelevant to the ability for the plan sponsor to make this employer contribution to the 403(b).

 

 

NOTE: This feature is to provide general information only, does not constitute legal advice, and cannot be used or substituted for legal or tax advice.

 

 

Do YOU have a question for the Experts? If so, we would love to hear from you! Simply forward your question to Rebecca.Moore@strategic-i.com with Subject: Ask the Experts, and the Experts will do their best to answer your question in a future Ask the Experts column.

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