Synonyms containing go according to plan
We've found 12,304 synonyms:
plan′et, n. one of the bodies in the solar system which revolve in elliptic orbits round the sun.—n. Planetā′rium, a machine showing the motions and orbits of the planets.—adjs. Plan′etary, pertaining to the planets: consisting of, or produced by, planets: under the influence of a planet: erratic: revolving; Planet′ic, -al.—n. Plan′etoid, a celestial body having the form or nature of a planet: one of a number of very small planets, often called asteroids, moving round the sun between Mars and Jupiter.—adjs. Planetoi′dal; Plan′et-strick′en, Plan′et-struck (astrol.), affected by the influence of the planets: blasted.—n. Plan′etule, a little planet.—Minor planets, the numerous group of very small planets which is situated in the solar system between Mars and Jupiter. [Fr. planète—Gr. planētēs, wanderer—planān, to make to wander.]
— Chambers 20th Century Dictionary
|Defined benefit pension plan|
Defined benefit pension plan
A defined benefit pension plan is a type of pension plan in which an employer/sponsor promises a specified pension payment, lump-sum or combination thereof on retirement that is predetermined by a formula based on the employee's earnings history, tenure of service and age, rather than depending directly on individual investment returns. Traditionally, many governmental and public entities, as well as a large number of corporations, provided defined benefit plans, sometimes as a means of compensating workers in lieu of increased pay.A defined benefit plan is 'defined' in the sense that the benefit formula is defined and known in advance. Conversely, for a "defined contribution retirement saving plan", the formula for computing the employer's and employee's contributions is defined and known in advance, but the benefit to be paid out is not known in advance.In the United States, 26 U.S.C. § 414(j) specifies a defined benefit plan to be any pension plan that is not a defined contribution plan, where a defined contribution plan is any plan with individual accounts. A traditional pension plan that defines a benefit for an employee upon that employee's retirement is a defined benefit plan. The most common type of formula used is based on the employee's terminal earnings (final salary). Under this formula, benefits are based on a percentage of average earnings during a specified number of years at the end of a worker's career. In the private sector, defined benefit plans are often funded exclusively by employer contributions. In the public sector, defined benefit plans usually require employee contributions.Over time, these plans may face deficits or surpluses between the money currently in their plans and the total amount of their pension obligations. Contributions may be made by the employee, the employer, or both. In many defined benefit plans the employer bears the investment risk and can benefit from surpluses.
The Marshall Plan was the American program to aid Europe, in which the United States gave economic support to help rebuild European economies after the end of World War II in order to prevent the spread of Soviet Communism. The plan was in operation for four years beginning in April 1948. The goals of the United States were to rebuild a war-devastated region, remove trade barriers, modernize industry, and make Europe prosperous again. The term "equivalent of the Marshall Plan" is often used to describe a proposed large-scale rescue program. The initiative was named after Secretary of State George Marshall. The plan had bipartisan support in Washington, where the Republicans controlled Congress and the Democrats controlled the White House. The Plan was largely the creation of State Department officials, especially William L. Clayton and George F. Kennan. Marshall spoke of urgent need to help the European recovery in his address at Harvard University in June 1947. The reconstruction plan, developed at a meeting of the participating European states, was established on June 5, 1947. It offered the same aid to the Soviet Union and its allies, but they did not accept it, as to do so would be to allow a degree of US control over the Communist economies. During the four years that the plan was operational, U.S. $13 billion in economic and technical assistance was given to help the recovery of the European countries that had joined in the Organization for European Economic Co-operation. This $13 billion was in the context of a U.S. GDP of $258 billion in 1948, and was on top of $13 billion in American aid to Europe between the end of the war and the start of the Plan that is counted separately from the Marshall Plan. The Marshall Plan was replaced by the Mutual Security Plan at the end of 1951.
A cafeteria plan is a type of employee benefit plan offered in the United States pursuant to Section 125 of the Internal Revenue Code. Its name comes from the earliest such plans that allowed employees to choose between different types of benefits, similar to the ability of a customer to choose among available items in a cafeteria. Qualified cafeteria plans are excluded from gross income. To qualify, a cafeteria plan must allow employees to choose from a selection of two or more benefits consisting of cash or qualified benefit plans. The Internal Revenue Code explicitly excludes deferred compensation plans from qualifying as a cafeteria plan subject to a gross income exemption. Section 125 also provides two exceptions. If the cafeteria plan discriminates in favor of highly compensated employees, then the highly compensated employees will be required to report their cafeteria plan benefits as income. The second exception is that if "the statutory nontaxable benefits provided to key employees exceed 25 percent of the aggregate of such benefits provided for all employees under the plan," then the key employees must report their cafeteria plan benefits as income. Effective 1/1/2011, eligible employers meeting contribution requirements and eligibility and participation requirements can establish a "simple" cafeteria plan. Simple cafeteria plans are treated as meeting the nondiscrimination requirements of a cafeteria plan and certain benefits under a cafeteria plan.
plan, n. a drawing of anything on a plane or flat surface: a drawing of a building as it stands on the ground: a scheme or project for accomplishing a purpose: a contrivance: a method or custom.—v.t. to make a sketch of on a flat surface: to form in design: to lay plans for:—pr.p. plan′ning; pa.t. and pa.p. planned.—adj. Plan′less.—ns. Plan′ner, one who forms a plan: a projector; Work′ing-plan, a draft on a large scale given to workmen to work from.—Plan of campaign, the method of conducting the struggle of the Irish tenants against the landlords, organised by the National League in 1886, its officers collecting what they considered a fair rent, and offering it to the landlord, and where he refused to accept it spending it on the support of the persons evicted. [Fr.,—L. planus, flat.]
— Chambers 20th Century Dictionary
The Molotov Plan was the system created by the Soviet Union in 1947 in order to provide aid to rebuild the countries in Eastern Europe that were politically and economically aligned to the Soviet Union. It can be seen to be the USSR's version of the Marshall Plan, which for political reasons the Eastern European countries would not be able to join without leaving the Soviet sphere of influence. Soviet foreign minister Vyacheslav Molotov rejected the Marshall Plan, proposing the Molotov Plan — the Soviet-sponsored economic grouping which was eventually expanded to become the COMECON. The Molotov plan was symbolic of the Soviet Union's refusal to accept aid from the Marshall Plan, or allow any of their satellite states to do so, because of their belief that the Plan was an attempt to weaken Soviet interest in their satellite states, through the conditions imposed, and by making beneficiary countries economically dependent on the United States. The plan was a system of bilateral trade agreements which also established COMECON to create an economic alliance of socialist countries. This aid allowed countries in Europe to stop relying on American aid, and therefore allowed Molotov Plan states to reorganize their trade to the USSR instead. The plan was in some ways contradictory however, because at the same time the Soviets were giving aid to Eastern bloc countries, they were demanding that countries who were members of the Axis powers pay reparations to the USSR.
The Schlieffen Plan was the German General Staff's early-20th-century overall strategic plan for victory in a possible future war in which the German Empire might find itself fighting on two fronts: France to the west and Russia to the east. The First World War later became such a war, with both a Western and an Eastern Front. The plan took advantage of Russia's slowness and expected differences in the three countries' speed in preparing for war. In short, it was the German plan to avoid a two-front war by concentrating troops in the West and quickly defeating the French and then, if necessary, rushing those troops by rail to the East to face the Russians before they had time to mobilize fully. The Schlieffen Plan was created by Count Alfred von Schlieffen and modified by Helmuth von Moltke the Younger after Schlieffen's retirement; it was Moltke who actually implemented the plan at the outset of World War I. In modified form, it was executed to near victory in the first month of the war. However, the modifications to the original plan, stronger than expected resistance from the Belgians and surprisingly speedy Russian offensives contributed to the plan's eventual failure. The plan ultimately collapsed when a French counterattack on the outskirts of Paris ended the German offensive and resulted in years of trench warfare. The Schlieffen Plan has been the subject of intense debate among historians and military scholars ever since. Schlieffen's last words were "remember to keep the right flank strong," which was significant in that Moltke strengthened the left flank in his modification.
The area or imaginary surface defined by, or within any described lines. In ship-building, the plan of elevation, commonly called the sheer-draught, is a side-plan of the ship. (See PLAN ">HORIZONTAL PLAN andPLAN, "> BODY-PLAN, or plan of projection.)
— Dictionary of Nautical Terms
|Canada Pension Plan|
Canada Pension Plan
The Canada Pension Plan is a contributory, earnings-related social insurance program. It forms one of the two major components of Canada's public retirement income system, the other component being Old Age Security. Other parts of Canada's retirement system are private pensions, either employer-sponsored or from tax-deferred individual savings. The CPP program mandates all employed Canadians who are 18 years of age and over to contribute a prescribed portion of their earnings income to a nationally administered pension plan. The plan is administered by Human Resources and Social Development Canada on behalf of employees in all provinces and territories except Quebec, which operates an equivalent plan, the Quebec Pension Plan. Changes to the CPP require the approval of at least 2/3 of Canadian provinces representing at least 2/3 of the country's population. In addition, under section 94A of the Canadian Constitution, pensions are a provincial responsibility, so any province may establish a plan anytime. The CPP is funded on a "steady-state" basis, with its current contribution rate set so that it will remain constant for the next 75 years, by accumulating a reserve fund sufficient to stabilize the asset/expenditure and funding ratios over time. Such a system is a hybrid between a fully funded one and a "pay-as-you-go" plan. In other words, assets held in the CPP fund are by themselves insufficient to pay for all future benefits accrued to date but sufficient to prevent contributions from rising any further. While a sustainable path for this particular plan, given the indefinite existence of a government, it is not typical of other public or private sector pension plans. A study published in April 2007 by the CPP's chief actuary showed that this type of funding method is "robust and appropriate" given reasonable assumptions about future conditions. The chief actuary submits a report to Parliament every three years on the financial status of the plan.
The wraparound process is an intensive, individualized care management process for youths with serious or complex needs. Wraparound was initially developed in the 1980s as a means for maintaining youth with the most serious emotional and behavioral problems in their home and community. During the wraparound process, a team of individuals who are relevant to the well-being of the child or youth collaboratively develop an individualized plan of care, implement this plan, and evaluate success over time. The wraparound plan typically includes formal services and interventions, together with community services and interpersonal support and assistance provided by friends, kin, and other people drawn from the family’s social networks. The team convenes frequently to measure the plan’s components against relevant indicators of success. Plan components and strategies are revised when outcomes are not being achieved. The process of engaging the family, convening the team, developing the plan, implementing the plan, and transitioning the youth out of formal wraparound is typically facilitated by a trained care manager or “wraparound facilitator,” sometimes with the assistance of a family support worker. The wraparound process, and the plan itself, is designed to be culturally competent, strengths based, and organized around family members’ own perceptions of needs, goals, and likelihood of success of specific strategies.
The Generalplan Ost (German pronunciation: [ɡenəˈʁaːlˌplaːn ˈɔst]; English: Master Plan for the East), abbreviated GPO, was the Nazi German government's plan for the genocide and ethnic cleansing on a vast scale, and colonization of Central and Eastern Europe by Germans. It was to be undertaken in territories occupied by Germany during World War II. The plan was attempted during the war, resulting indirectly and directly in millions of deaths of ethnic Slavs by starvation, disease, or extermination through labor. But its full implementation was not considered practicable during the major military operations, and was prevented by Germany's defeat.The plan entailed the enslavement, forced displacement, and mass murder of the Slavic peoples (and substantial parts of the Baltic peoples, especially Lithuanians and Latgalians) in Europe along with planned destruction of their nations, whom the "Aryan" Nazis viewed as racially inferior. The program operational guidelines were based on the policy of Lebensraum designed by Adolf Hitler and the Nazi Party in fulfilment of the Drang nach Osten (drive to the East) ideology of German expansionism. As such, it was intended to be a part of the New Order in Europe.The master plan was a work in progress. There are four known versions of it, developed as time went on. After the invasion of Poland, the original blueprint for Generalplan Ost (GPO) was discussed by the RKFDV in mid-1940 during the Nazi–Soviet population transfers. The second known version of GPO was procured by the RSHA from Erhard Wetzel in April 1942. The third version was officially dated June 1942. The final settlement master plan for the East came in from the RKFDV on October 29, 1942. However, after the German defeat at Stalingrad planning of the colonization in the East was suspended, and the program was gradually abandoned. The planning had nonetheless included implementation cost estimates, which ranged from 40 to 67 billion Reichsmarks, the latter figure being close to Germany’s entire GDP for 1941. A cost estimate of 45.7 billion Reichsmarks was included in the spring 1942 version of the plan in which more than half the expenditure was to be allocated to land remediation, agricultural development and transport infrastructure. This aspect of the funding was to be provided directly from state sources and the remainder, for urban and industrial development projects, was to be raised on commercial terms.
|Defined contribution plan|
Defined contribution plan
A defined contribution (DC) plan is a type of retirement plan in which the employer, employee or both make contributions on a regular basis. Individual accounts are set up for participants and benefits are based on the amounts credited to these accounts (through employee contributions and, if applicable, employer contributions) plus any investment earnings on the money in the account. In defined contribution plans, future benefits fluctuate on the basis of investment earnings. The most common type of defined contribution plan is a savings and thrift plan. Under this type of plan, the employee contributes a predetermined portion of his or her earnings (usually pretax) to an individual account, all or part of which is matched by the employer.In the United States, 26 U.S.C. § 414(i) specifies a defined contribution plan as a "plan which provides for an individual account for each participant and for benefits based solely on the amount contributed to the participant's account, and any income, expenses, gains and losses, and any forfeitures of accounts of other participants which may be allocated to such participant's account".
|Target benefit plan|
Target benefit plan
A target benefit plan is a type of pension plan that is similar to a defined contribution plan in that it involves fixed contributions, or a fixed range of contributions, which are set independently of a plan's funded position. Benefits are based on affordability projections. Plan members share plan risk through adjustments to their benefits. A key element of the target benefit model is the existence of pre-determined guidelines linking benefits to funds available in the plan. Benefits and contributions are linked in a way that does not exist with traditional defined benefit or defined contribution plans.
A sail-plan is a set of drawings, usually prepared by a naval architect. It shows the various combinations of sail proposed for a sailing ship. The combinations shown in a sail-plan almost always include three configurations: ⁕A light air sail plan. Over most of the Earth, most of the time, the wind force is Force 1 or less. Thus a sail plan should include a set of huge, lightweight sails that will keep the ship underway in light breezes. ⁕A working sail plan. This is the set of sails that are changed rapidly in variable conditions. They are much stronger than the light air sails, but still lightweight. An economical sail in this set will include several sets of reefing ties, so the area of the sail can be reduced in a stronger wind. ⁕A storm sail plan. This is the set of very small, very rugged sails flown in a gale, to keep the vessel under way and in control. In all sail plans, the architect attempts to balance the force of the sails against the drag of the underwater keel in such a way that the vessel naturally points into the wind. In this way, if control is lost, the vessel will avoid broaching, and being beaten by breaking waves. Broaching always causes uncomfortable motion, and in a storm, the breaking waves can destroy a lightly built boat. The architect also tries to balance the wind force on each sail plan against a range of loads and ballast. The calculation assures that the sail will not knock the vessel sideways with its mast in the water, capsizing and perhaps sinking it.
|Shareholder rights plan|
Shareholder rights plan
A shareholder rights plan, colloquially known as a "poison pill", is a type of defensive tactic used by a corporation's board of directors against a takeover. In the field of mergers and acquisitions, shareholder rights plans were devised in the early 1980s as a way for directors to prevent takeover bidders from negotiating a price for sale of shares directly with shareholders, and instead forcing the bidder to negotiate with the board. Shareholder rights plans are unlawful without shareholder approval in many jurisdictions such as the United Kingdom, frowned upon in others such as throughout the European Union, and lawful if used "proportionately" in others, including Delaware in the United States. The typical shareholder rights plan involves a scheme whereby shareholders will have the right to buy more shares at a discount if one shareholder buys a certain percentage of the company's shares. The plan could be triggered, for instance, when any one shareholder buys 20% of the company's shares, at which point every shareholder will have the right to buy a new issue of shares at a discount. The plan can be issued by the board as an "option" or a "warrant" attached to existing shares, and only be revoked at the discretion of the board of directors. A shareholder who can reach a 20% threshold will potentially be a takeover bidder. If every other shareholder will be able to buy more shares at a discount, such purchases will dilute the bidder's interest, and the cost of the bid will rise substantially. Knowing that such a plan could be called on, the bidder could be disinclined to the takeover of the corporation without the board's approval, and will first negotiate with the board so that the plan is revoked.