自从金融危机被摧毁的养老金资金的每一个条纹以来，多发电布宇宙已经寻求制作自己的资源，以解决这些共同值得信赖的独特问题（由雇主和雇员）养老基金。
Multiemployer plans were created to accommodate union members who change jobs frequently, such as construction workers or truck drivers who move from project to project. With several employers within the same industry contributing to a pension plan, the union members can still accumulate pension benefits. While these plans are regulated by the Employee Retirement Income Security Act of 1974, a different set of rules applies to both union employees and their employers. For example, the ERISA-mandated pension insurance program run by the Pension Benefit Guaranty Corporation (PBGC) provides only limited benefits in the case of a plan failure. For their part, employers are penalized by withdrawal liability payments if they leave a multiemployer plan.
如今许多multiemployer养老金急需of help. Last year the PBGC, which insures some 1,500 “multis” in an insurance program managed separately from those of single-employer corporate plans, found that 21 percent of them required immediate funding solutions. These hobbled plans, in the so-called red zone as defined by the Pension Protection Act of 2006, have less than 65 percent of the assets needed to meet their future liabilities, necessitating the adoption of drastic measures, which might include reduced benefits.
In the four years since the financial crisis, the National Coordinating Committee for Multiemployer Plans (NCCMP), a union-sponsored organization based in Washington D.C., has been working to create solutions to the problems besetting multiemployer pensions. In August 2011 the NCCMP convened dozens of representatives from 40 employer and labor organizations along with asset managers, economists, investment consultants, policy experts and actuaries, to form the Retirement Security Review Commission. Their mission: to solve the top issues plaguing the pensions sponsored by multiple employers for union member employees.
这些努力的结果发表于2013年2月的报告，题为，“Solutions Not Bailouts.”The first set of recommendations looks at how to strengthen the multiemployer pension system already in place. Proposals include refinements to the Pension Protection Act of 2006, passed by then-president George W. Bush to push pension funds into better-funded status. The financial downturn that followed its passage rendered many funds unable to comply with the act.
第二个令人担忧的领域涉及5％至10％的红区多发主议计划，被认为是“深刻困扰”。委员会推荐了激烈的措施，例如部分暂停积极员工的应计效益，并支付退休人员的支付状态，达到偿付能力所必需的点。
这些修复很重要，但委员会是第三次建议 - 为提供未来养老金福利的新结构 - 提供真正的前瞻性思维解决方案。
A new model, the commission reports, would have to balance the needs of both employees and employers in sharing the risks of long-term investments. Viable new pension plans would also need to solve certain problems endured by employers,如提款负债。Employers also want to have more stable contributions into the plans. For their part, plan participants are best served within pooled, professionally managed vehicles that mitigate longevity and investment risks.
In proposing two new kinds of pension delivery models, the retirement security commission joins a growing chorus of policymakers, think tanks, actuarial consultants and others across the U.S. who have been calling for the redesign of the 20th century’s traditional defined benefit plans for the economic realties of the 21st century. Randy DeFrehn, executive director of the NCCMP says his members have ruled out defined contribution plans like 401(k)s as unsuitable substitutes for union employees’ pensions. “We wanted to look to other systems to see if there were structures we could borrow from,” DeFrehn explained to亚博赞助欧冠关于委员会的搜索答案，其中包括看欧洲和加拿大养老金制度。
勘探后，委员会支持两种替代方法。首先，被称为“可变界定的福利计划”，由精算咨询公司Cheiron伙伴关系，与其客户，华盛顿州的联合食品和商业工人国际联盟合作。委员会成员David Blitzstein，佛罗里达州弗吉尼亚州弗吉尼亚州Cheiron合作的UFCW总裁特别助理，注意到VDB计划也被称为可调养老金计划，因为福利在市场状况波动。以类似的方式到了威斯康星州退休系统，它保证了5％的楼层，可以根据计划的投资业绩返回更多。投资风险部分地通过相对较低的返回率（5％）和退休福利的福利效率而减轻。
与其他精致的混合养老金计划一样，VDB提供汇集和专业管理的投资以及参与者之间的风险共享，所定义的福利计划的关键要素，这些计划在更昂贵和风险的定义贡献模型中缺席。另一个关键方面是，Cheiron Ceo Gene Kalwarski表示，一旦一个人退休，资产就在一个年金或责任驱动的投资基金中，没有投资于股权或房地产。“我们不希望积极的工人弥补退休人员的股票市场损失，”他解释道。“这已经被压力测试了，发展不断资金负债的机会很小。”
虽然没有UFCW团体通过了新计划，但是，众所周知，其他人，包括纽约州代表员工在纽约时报和团结的员工的报纸公会。波士顿的地方26个退休计划。该计划的一个版本还批准了一个委员会，寻求缅因州公共雇员退休系统退休福利解决方案的委员会，执行董事Sandy Matheson表示，他也担任委员会主席。委任委员会的国家立法机构需要批准113亿美元的国家制度计划，最有可能于2014年。
The second pension model recommended by the NCCMP’s retirement security commission, called the “Target Benefit Plan” combines the retirement income security and economic efficiency of defined benefit plans with the predictable employer costs of defined contribution plans. It has no withdrawal liability, the bane of the multiemployer world; must be 120 percent funded; and must pay all benefits as annuities. It allows plan trustees more freedom to adjust benefits when economic conditions call for that. As an adjustable, not strictly defined, benefit plan, employers would not participate in the PBGC insurance program.
While the multiemployer world seeks to remedy its ailing plans, the notion of creating a better pension mousetrap for today’s economic realities is showing real promise.