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Kohl's Professionals: Everything you Need to Know About RMDs


The landscape of retirement planning has seen significant changes recently, especially concerning required minimum distributions (RMDs) from retirement plans. With the tax year coming to a close, understanding these changes is essential for those contemplating retirement or those who are already navigating the retirement phase.

Understanding the New RMD Rules

In the past four years, two pivotal laws have influenced the rules around RMDs. Firstly, the Secure Act 1.0, effective from January 1, 2020, brought changes to RMDs for IRAs inherited after this date. Then, the Secure Act 2.0, enacted on December 29, 2022, adjusted the rules for RMDs, notably increasing the age of RMD commencement to 73.

Despite the IRS's efforts to clarify these changes through numerous notices, confusion still permeates the topic. Financial professionals from various institutions, including Presidio Wealth Partners in Houston and the Planning Center in New Orleans, have highlighted the complexities faced by their clients.

The crux of the confusion? The frequent changes in RMD starting age. Initially, the age was set at 70.5, then adjusted to 72, and most recently moved to 73. On top of this, the modifications related to inherited IRA rules remain a puzzle for many Kohl's professionals.

Delving into the Original RMD Guidelines

Historically, the RMD rules were no walk in the park. Individuals were expected to begin withdrawals from their tax-deferred retirement accounts, including IRAs, upon reaching the age of 70½. Calculating the RMD involved dividing the balance of the IRA or retirement plan as of the end of the previous year by a life expectancy factor, provided by the IRS in Publication 590-B. Making matters more intricate, the IRS offers three distinct life expectancy tables to utilize, depending on individual circumstances.

A significant deterrent to errors was the hefty penalty for under-withdrawal or late withdrawal: a staggering 50% of the amount not withdrawn.

The Progressive Shifts

The Secure Act of 2019 brought about the first set of significant changes, increasing the RMD starting age to 72. This shift was further adjusted by the Secure Act 2.0 in 2022, which raised the age to 73. Alongside this, if mistakes were rectified within two years, penalties were significantly reduced to 10%. Furthermore, under the new provisions, the RMD starting age is slated to elevate to 75 in 2033.

Making Sense of the Adjustments

The introduction of the first Secure Act allowed individuals aged 70½ and 71 to defer their RMDs until they reached 72. However, the introduction of the Secure Act 2.0 at the end of 2022 brought about another layer of complexity. The RMD age was raised to 73 for the year 2023 and subsequent years. Consequently, individuals aged 72 in 2023 can delay their RMDs until the following year.

To break it down:

  • If you were born in 1950 or before, RMDs are mandatory this year.
  • If born after January 1, 1951, RMDs aren't required for the current year.

To further clarify, Kohl's professionals born in 1950 or earlier are bound by the 72 RMD age rule. Those born between 1951 and 1959 will commence their RMDs at age 73, while individuals born in 1960 or later will initiate their required minimum distributions at 75.

It's worth noting that these guidelines predominantly apply to personal tax-deferred retirement accounts, including IRAs, Simple IRAs, and for the retired, 401(k)s. Inherited accounts have their own intricate set of regulations. Roth accounts, funded with post-tax earnings, are exempt from RMDs.

Recent findings indicate that a significant number of soon-to-be Kohl's retirees are unaware of the nuances in tax implications surrounding RMDs. In fact, a study by Fidelity Investments from June 2022 showed that 45% of those surveyed were not familiar with the tax consequences of not taking their RMDs on time. For Kohl's workers and retirees, understanding these nuances is crucial. It not only ensures compliance but also provides opportunities for strategic financial planning, maximizing the benefits of their retirement savings.

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A Final Point to Consider for Kohl's Professionals

For those initiating their very first RMD, they can opt to defer until April 15 of the subsequent year. For subsequent RMDs, December 31 of the current year remains the deadline. This means, for instance, if you turn 73 this year, your RMD for the current year can be postponed until April 15 of the next year.

In conclusion, while the recent shifts in retirement distribution regulations may seem bewildering, understanding and staying informed of these changes is paramount. It is recommended to seek professional financial advice to ensure a smooth transition into the retirement phase.

Navigating the recent changes in retirement plan distributions is much like mastering a vintage luxury car's shifting gears. Just when you believe you've grasped the rhythm and nuances of one model, a newer version rolls out with its own set of rules. Just as the seasoned driver adapts to each car's unique requirements to ensure a smooth ride, so must the Kohl's professional and retiree familiarize themselves with evolving RMD regulations, ensuring their financial journey remains smooth and beneficial. 

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
Kohl's offers a comprehensive retirement savings program for its employees, which includes both a 401(k) plan and a company match program. The specific plan is named the Kohl's Department Stores Inc. Savings Plan, managed through Alight, and covers over 84,000 employees​ (Kohl's). For the 401(k) plan, full-time employees are eligible to participate immediately upon hire, while part-time employees become eligible after working 1,000 hours within their first 12 months of employment​ (Capitalize). The company offers a 100% match on employee contributions, up to 5% of their salary​ (Capitalize). Although Kohl's currently offers no pension plan, the 401(k) remains a critical component of retirement savings for its employees. It allows workers to save with the security of a company match, encouraging long-term financial health.
Kohl's is undergoing significant restructuring efforts as part of its broader business transformation. The company announced the layoff of approximately 250 employees in 2023 as part of this effort to streamline operations and improve profitability. In addition, Kohl’s is focusing on modernizing its brand to align with the Active and Casual lifestyle categories. Key initiatives include expanding its digital business, driving growth in core categories, and enhancing customer loyalty programs, including updates to its Kohl's Card Rewards program. The company is also committed to ESG goals, aiming for Net Zero emissions by 2050 and increasing diversity among suppliers​ (Kohl's Corporate).
Kohl's offers both Non-Qualified Stock Options (NQSOs) and Restricted Stock Units (RSUs) as part of their equity compensation plans for employees and certain contractors. For stock options, employees can purchase Kohl's shares at a predetermined strike price, with potential tax impacts occurring at the time of exercise. RSUs, on the other hand, are granted as stock units that vest over a set period. Once vested, these RSUs are treated as ordinary income and the shares are automatically transferred to the employee. Both stock options and RSUs are available to Kohl's employees, but only employees are eligible for Incentive Stock Options (ISOs), which have specific tax treatments and holding requirements​ (Kohl's Corporate)​ (Kohl's Corporate)​ (Zajac Group). In 2022, 2023, and 2024, Kohl's continued to offer RSUs to its employees as part of its incentive program. RSUs typically vest over several years, incentivizing employees to remain with the company. NQSOs can be exercised at any time after vesting, with employees being taxed on the spread between the exercise price and the fair market value at the time of exercise
Kohl's offers a comprehensive health benefits package for both full-time and part-time employees working at least 30 hours per week. Key highlights include medical, dental, and vision coverage, which are accessible to all permanent employees. In addition, Kohl's provides a Health Savings Account (HSA) option, contributing up to $700 per year depending on the employee's insurance plan​ (Kohl's)​ (Home Page). Recent developments include a renewed focus on mental health and well-being, highlighted by Kohl's continued support for the National Alliance on Mental Illness (NAMI) in 2024​ (Home Page). This initiative aligns with their broader goal of enhancing employee well-being through partnerships with organizations that offer mental health resources. The company also offers significant wellness perks, including access to telehealth services, which became particularly relevant during and after the pandemic. Acronyms frequently mentioned within Kohl's benefits package include HSA (Health Savings Account) and PPO (Preferred Provider Organization), commonly available as options for healthcare coverage​ (Kohl's Investors). This focus on mental and physical health aligns with Kohl's overall strategy of promoting a healthy work-life balance through wellness programs, flexible work schedules, and wellness discounts. These efforts reflect the company’s commitment to improving employee well-being, which has been underscored by corporate announcements and external partnerships in recent years​
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For more information you can reach the plan administrator for Kohl's at , ; or by calling them at .

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