Talk:Deferred compensation

Assumptions
I probably can't disagree with the wording more. There is a chronic misconception that presumes a lower future tax bracket (or at least lower tax liability). The only benefit seen will be IF the assumption is true, which is very often isn't. As example, take a person with a large mortgage interest deduction and 2 dependent children. To get a possible sense of tax liability change, take your latest available tax return and recompute it without the child dependents or mortgage interest (presumes goal of having house paid off in retirement). The impact on tax liability is obvious.--Billymac00 (talk) 20:24, 1 February 2008 (UTC)

New comment: I find it interesting that there is no mention of deferred comp plans organized by state pension systems where employees are given the impression, true or not, that taxes on these funds will be less than if taken at the time they are earned because future income will be less than current income. In addition, such deferred comp plans are not always held by the employer. For example, in the State of New Jersey, the state pension system's deferred comp plan is currently administered for state employees, no matter their salary level, by Prudential Financial Services. It would be wonderful if someone with greater insight into this subject matter could expand upon this article and provide additional details that would provide the growing number of retirees a better understanding of what they got into which could then help them decide whether or not their is benefit in consulting a tax professional. —Preceding unsigned comment added by 98.221.91.142 (talk) 12:25, 31 January 2011 (UTC)

Deferred Compensation as Incentive
"When agents remain with an employer for a long period of time, there is no necessary reason why the employer should pay the worker his expected marginal product in all periods; instead, workers could be paid better in some periods than in others. One aspect of this that has attracted both theoretical and empirical interest has been 'deferred compensation,' where workers are overpaid when old, at the cost of being underpaid when young. From this perspective,part of the reason why older workers are better paid than younger workers is not that they are more productive, but simply that they have accumulated enough tenure to garner these contractual returns."

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