San Diego Gas & Electric Employees: Rising Interest Rates Will Impact Your decsion Between the Lump-Sum and Annuity Pension Options

San Diego Gas & Electric (SDG&E) offers both a traditional defined benefit pension plan and a defined contribution 401(k) plan. The defined benefit plan includes a cash balance component, where benefits grow based on years of service and compensation, with interest credits added annually. The 401(k) plan features company matching contributions and various investment options, including target-date funds and mutual funds. SDG&E provides financial planning resources and tools to help employees manage their retirement savings.
Company Name For plan years beginning in Year Month First Segment Second Segment Third Segment Plan Type
San Diego Gas & Electric All 2025 January 4.74% 5.55% 5.92%
San Diego Gas & Electric All 2024 January 4.89% 5.14% 5.29%

Lump Sum vs. Annuity

Retirees who are eligible for a pension are often offered the choice of whether to actually take the pension payments for life, or receive a lump-sum dollar amount for the “equivalent” value of the pension – with the idea that you could then take the money (rolling it over to an IRA), invest it, and generate your own cash flows by taking systematic withdrawals throughout retirement.

The upside of keeping the pension itself is that the payments are guaranteed to continue for life (at least to the extent that the pension plan itself remains in place and solvent and doesn’t default). Thus, whether you live 10, 20, or 30 (or more!) years in retirement, you don’t have to worry about the risk of outliving the money.

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By contrast, selecting the lump-sum gives you the potential to invest, earn more growth, and potentially generate even greater retirement cash flow. Secondly, if something happens to you, any unused account balance will be available to a surviving spouse or heirs. On the other hand, if you fail to invest the funds for sufficient growth, there’s a danger that the money could run out altogether, and that you may regret not having held onto the pension’s “income for life” guarantee.

Ultimately, though, whether it is really a “risk” to outlive the guaranteed lifetime payments that the pension offers, by taking a lump-sum, depends on what kind of return must be generated on that lump-sum to replicate the payments. After all, if the reality is that it would only take a return of 1% to 2% on that lump sum to create the same pension cash flows for a lifetime, there is little risk that you will outlive the lump-sum even if you withdraw from it for life(1). However, if the pension payments can only be replaced with a higher and much riskier rate of return, there’s also a greater risk those returns won’t manifest and you could run out of money.

Rising Interest Rates

In defined benefit plans, current and future retirees are offered a lump-sum payout or a lifetime monthly pension benefit. Often these plans have billions of dollars worth of unfunded pension liabilities, and in order to get the liability off the books, they pay the lump-sum.

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Depending on lifespan, the initial lump-sum is typically less money than regular pension payments over an entire retirement. However, if interest rates increase by 1% it could decrease the lump-sum offer by approximately 8-10%. Other factors such as income needs, need for survivor benefits, and tax liabilities often dictate the decision to take the lump-sum.

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
Record Profits and Investments: SDG&E reported record profits of $936 million for 2023, up $21 million from 2022. Despite this profitability, the company has faced criticism over high energy rates and efforts by local groups to replace it with a public utility. SDG&E continues to invest in infrastructure and diverse supplier programs, with $450 million contracted with minority-owned firms in 2023 (Sources: San Diego Union-Tribune, Voice of San Diego, Times of San Diego).
San Diego Gas & Electric provides RSUs to employees, vesting over time and converting into shares upon vesting. Stock options are not typically part of their compensation package.
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