You slave away from 8-5 daily, almost 52 weeks a year at
your job. You put up with your
coworkers, boss and the fact that the maintenance staff never seems to empty
your trash can and vacuums around all
the crumbs you left on the floor. The
only good thing your job has going for it is a great pension and 401k plan
(although it’s probably one or the other in today’s economy), and you can’t
wait to be able to sit back, relax and collect all that money each month.
Because your wife never seems to pick up after you either, you decide that it is time to file for a divorce – you want to live out your glory years on a beach with some young babe, and having a wife would foil those plans. But when you walk into your local divorce attorney’s office for a consult, he says something that stops you dead in the middle of that daydream – your wife gets part of your retirement?!? She has her own job, she has her own retirement, and she didn’t put in all that time at your employer!
If the parties both have the same type of plan, it’s easy to divide – you simply take who has the larger amount, subtract the smaller amount, and split the difference. At times the one spouse’s award can easily be rolled over into the other’s account by filling out paperwork and submitting it to the plan administrator. In more complex situations, specific formulas are used to divide plans and determine your spouse’s exact monthly benefit.
Because your wife never seems to pick up after you either, you decide that it is time to file for a divorce – you want to live out your glory years on a beach with some young babe, and having a wife would foil those plans. But when you walk into your local divorce attorney’s office for a consult, he says something that stops you dead in the middle of that daydream – your wife gets part of your retirement?!? She has her own job, she has her own retirement, and she didn’t put in all that time at your employer!
Here’s the kicker – per MCL 552.18, “any rights in and to
vested pension, annuity, or retirement benefits, or accumulated contributions
in any pension, annuity, or retirement system, payable to or on behalf of a
party on account of service credit accrued by the party during marriage shall
be considered part of the marital estate subject to award by the court.” And, any rights in an unvested retirement
plan where you accrued those benefits during the marriage may be subject to division as well.
The good news is, if your retirement is up for grabs, so is
hers. Typically, barring any premarital
amounts in the retirement plan, each spouse is entitled to one-half of the
other’s retirement benefits that were accumulated during the marriage (date of
marriage to date of divorce). If you
worked at your employer’s prior to the blessed wedding, you most likely get to
keep those funds and you’ll need to find out exactly what you had in your 401k
or other plan at the date of marriage (or as close to it as the plan
administrator can get) so that the premarital amount can be excluded. Anything you earn after the divorce is yours
to keep too, but your spouse can sometimes share in things like cost of living increases
to the extent of her award. Technically
the courts can divide premarital and post-divorce monies too, but I rarely see
this happen.
If the parties both have the same type of plan, it’s easy to divide – you simply take who has the larger amount, subtract the smaller amount, and split the difference. At times the one spouse’s award can easily be rolled over into the other’s account by filling out paperwork and submitting it to the plan administrator. In more complex situations, specific formulas are used to divide plans and determine your spouse’s exact monthly benefit.
The court documents used to divide most retirement plans are
called a QDRO (Qualified Domestic Relations Order) and an EDRO (Eligible
Domestic Relations Order). Depending on
your employer and type of plan, one of these will be used (unless you got lucky
and could just roll it over without needing a separate order). If your attorney is comfortable drafting
these documents, he or she may prepare the QDRO or EDRO on his or her own, or
if it’s more complex, it may be farmed out to companies that do this as their primary
business. Certain plans are a nightmare
to work with and every comma has to be in the right place in order for the plan
administrator to approve the order. When
I know that a large headache is in store, I will hire a company to draft the
order – there are several well respected companies in Michigan that know the
QDRO and EDRO game inside and out.
I like to send in my orders for “pre-approval” by the company
first so I know whether or not it will be accepted before I obtain everyone’s
signatures and enter it with the court.
If you don’t secure pre-approval, you run the risk of entering it with
the court, submitting it to the company, and then being told it’s wrong and
won’t be accepted. At that point you
have to draft an amended QDRO or EDRO, secure all the signatures again, enter
it with the court again, and hope the company accepts it on the second try. Getting a yes or no before doing all that
work can alleviate a headache in the end, and save your clients money as well.
You and your spouse can agree to keep your own retirement
and not share in those benefits, but that doesn’t happen too often – she needs
that extra monthly income for fun with her new man too.