Four years ago, Congress added section 409A in order to curtail a variety of abuses that were taking place with respect to deferred compensation. The abuses rested on time value of money principles, in ways that conflicted with the tax principle that a cash method taxpayer must include compensation in gross income when it is actually or constructively received. It's not that deferred compensation violates the tax law per se, as there are all sorts of tax advantages for deferred compensation arrangements structured in ways that comply with the qualifications for tax-favored deferred compensation plans, but that arrangements no satisfying those qualifications were being used to obtain the same, or better, tax breaks.
The provisions of section 409A are extensive and complex. The gist of the statute is that compensation deferred under a nonqualified plan must be included in gross income for the taxable year during which the plan fails to comply with specific rules with respect to distributions, benefit acceleration, and elections. The Congress also delegated to the Treasury and thus the IRS the authority to promulgate regulations "necessary or appropriate to carry out the purposes of this section."
Regulations were proposed, with effective dates that are now beginning to trigger application of the new rules. They also have triggered extensive discussion among members of the teaching profession, including tax and other law professors. Why? Most K-12 teachers and higher education faculty are employed under 9 or 10 month contracts. Some institutions permit these employees to elect to receive their pay over a 12-month period. Other institutions automatically make the payments over a 12-month period. The institution's incentive is the postponement of some portion of the cash outlay to beyond the close of the school year. The employee's incentive to make the election is to have a regular stream of monthly income, for psychological and budgeting purposes. In present value terms, the cost to an employee almost always is less than $100, whereas to an institution with 1,000 employees, the benefit is on the order of $100,000. For this reason alone, most faculty make the election.
Technically, when the election is made, the employee is deferring compensation. For example, if a teacher's salary is $60,000 for a school or contract year that runs from September 1, 2008, to June 30, 2009, the teacher would be paid $6,000 per month in the absence of the election. Thus, $24,000 of the salary would be received in 2008, and $36,000 would be received in 2009. If the teacher makes the election, the teacher would be paid $5,000 per month. Thus, $20,000 of the salary would be received in 2008, and $40,000 would be received in 2009. There is a deferral of $4,000 of compensation from 2008 into 2009.
Under the general principle underlying section 409A, if the salary in the preceding example is paid out over 12 months, the $4,000 of deferred compensation should be taxed in 2008. The Treasury, however, decided that this sort of deferral is not the abuse to which section 409A was directed. Accordingly, the regulations provide that the $4,000 will not be taxed in 2008 if the employee makes the election, makes it before the first day of the academic year to which it applies, makes the election irrevocably, and specifies how the compensation will be paid (e.g., in equal monthly, weekly, or other periods over the 12-month acacdemic year).
For employees of institutions that require the employee to make an election, the institution must check the technical language of the election form to make certain that it complies with the regulations. That is not too onerous a task, though it surely must be an inconvenience, and a trap for employees of institutions that are unaware of the need to do this. For employees of institutions that automatically pay the salary over 12 months, the challenge is much more substantial. Unless the institution creates an election form and an election procedure, the $4,000 in the preceding example will be included in 2008 gross income. Not only is there a burden on these institutions to create the process and formalities, there is a burden on hundreds of thousands of teachers to obtain the election form, fill it out, and return it to their payroll or other administrative officers. Surely, some institutions will overlook this requirement. Surely, some teachers at institutions that adopt election procedures will be confused and some others will ignore it.
During a discussion of the "election exception" in the regulations, someone suggested that it would have been easier had the regulations deemed the election to have been made by all teachers on 9 and 10 month contracts being paid over 12 months, unless they elected to have the deferred compensation taxed in the earlier year. Very few would make that sort of election. In other words, if institutions automatically make the payments over a 12-month period, the teachers should be treated as having elected that outcome. I'm going to guess, but it may be that in school districts whose teachers are members of a union, the 12-month payout is part of the negotiated contract ratified by the teachers, and if so, there's a good argument that the ratificiation constitutes an election to be paid over 12 months. Why, then, require each teacher to make a separate election?
Though the suggestion is overflowing with common sense, it was criticized as running afoul of another tax principle. The Treasury and the IRS, so goes the argument, lack the authority to exempt a group of taxpayers from section 409A without requiring those taxpayers to take affirmative steps, i.e., the election, to escape the rules. Thus, if the statute provides for a silly result, which it does in the instance of teachers being paid over 12 months, the administrators of the tax law have no proper recourse other than to seek a technical amendment of the statute by Congress. The disadvantage to this approach is that it sometimes takes Congress several years to fix its mistakes. In one instance it took three decades. The irony is that when teachers begin complaining to their Congressional representatives, the staff of those representatives will draft "How dare you do this?" letters to the Treasury and IRS. Savvy IRS Commissioners inform the Congress that the IRS simply is enforcing the law Congress enacted.
To me, the provision in section 409A that authorizes Treasury to promulgate regulations "necessary or appropriate to carry out the purposes of this section" shifts the debate over the teacher election provision from one of whether Treasury could take the suggested "deemed made" approach to one of whether the "deemed made" approach makes sense. To me, the proposal makes much sense. Employees who already have made or are making elections in accordance with the institutions' existing policies continue to do so. Life goes on as usual. Employees who automatically receive pay over 12 months, because their institutions decided to take that approach or because the union bargained for that approach, are treated as having made an election without being required to bother themselves with the process. Life goes on as usual. The intrusion of the tax law is negated.
Often, however, there is no such escape clause giving Treasury and the IRS authority to fine-tune the statute. In those instances, consider what would happen if the IRS and Treasury enforced the statute asa written. The combination of poorly drafted statutes coming out of the Congress (due in part to the increasing influence of special interest groups and the drafting of legislative language by members' staffs not expertised in tax) and the foot-dragging on technical corrections (often held hostage for unrelated matters) would create havoc with tax administration.
A classic example is section 102(c). It provides that the exclusion of gifts from gross income does "not exclude from gross income any amount transferred by or for an employer to, or for the benefit of, an employee." Simple enough, isn't it? Yet what happens when Mom, who operates a gift shop, hires daughter to work for her? Along comes daughter's birthday, Mom buys her a gift, and under the literal language of section 102(c) daughter has gross income. It's a ridiculous result. The person or persons drafting section 102(c) should have included the phrase "in connection with the employment relationship" after the word transferred. So why hasn't this absurdity become a problem? The Treasury, in a proposed regulation, provided that section 102(c) would not be applied in that sort of situation. Did Treasury, by doing so, in effect amend the statute? Yes. Should it have? Even the advocates of strict interpretation would be hard-pressed to reject what Treasury did. There are a number of places in the Code where the Tresury and the IRS have "come to the rescue of Congress" or, perhaps, to the rescue of themselves and of taxpayers.
Though it's difficult to oppose Treasury and IRS "bailouts" of Congress in at least some of the situations in which they have done so, the temptation is oh, so strong, to let Congress reap what it sows, just to teach it and the nation that elects it a lesson or two. Imagine if the tax law were administered by the IRS as literally drafted. It could be a nightmare and then some. It might just spark some genuine change in how Congress does business and it might just bring the quality of Congressional work product to a professional level.
I suppose one answer is that the extent to which Treasury and the IRS bail out the Congres depends on the extent to which it is consistent within the guidance coming from the legislative history. That, too, is troubling because it means the staff writes what the law should have been, and that is a very different process from the law being written and enacted by elected officials. If it is wrong for the IRS and the Treasury to "revise" the statute to fix a Congressional error, is it any less wrong for unelected staff to do so in legislative history or even in post-legislative explanations as is currently done?
In any event, if you are employed under a 9 or 10 month contract and are paid over 12 months, you will be well served if you contact your payroll or other administrator to make certain all is at it needs to be so that the deferred compensation is not taxed in the year before it is received. It also would make sense to check your 2008 W-2 form next January to make certain it reflects what it should reflect. Have fun.
EDIT 17 June 2008: OK, joke over, errors removed. No one in the Congress noticed.