Winn-Dixie Stores v. Comm'r

113 T.C. No. 21, 113 T.C. 254, 1999 U.S. Tax Ct. LEXIS 47
CourtUnited States Tax Court
DecidedOctober 19, 1999
DocketNo. 5382-97
StatusPublished
Cited by60 cases

This text of 113 T.C. No. 21 (Winn-Dixie Stores v. Comm'r) is published on Counsel Stack Legal Research, covering United States Tax Court primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Winn-Dixie Stores v. Comm'r, 113 T.C. No. 21, 113 T.C. 254, 1999 U.S. Tax Ct. LEXIS 47 (tax 1999).

Opinion

Ruwe, Judge:

Respondent determined a deficiency of $1,599,176 in petitioner’s Federal income tax for its tax year ending June 30, 1993. After concessions, the issue is whether deductions petitioner claimed for policy loan interest and administrative fees associated with certain of petitioner’s corporate-owned life insurance (coli) policies are deductible.

Unless otherwise indicated, all section references are to the Internal Revenue Code in effect for the year in issue, and all Rule references are to the Tax Court Rules of Practice and Procedure.

FINDINGS OF FACT

Some of the facts have been stipulated and are so found. The stipulations of facts are incorporated herein by this reference. At the time the petition was filed, petitioner was a Florida corporation with its principal office in Jacksonville, Florida.

Petitioner was founded in the 1920’s, and its stock is publicly traded on the New York Stock Exchange. Petitioner is a major food retailer made up of self-service food stores which sell groceries, meats, seafood, fresh produce, deli/bakery, pharmaceuticals, and general merchandise items. As of June 30, 1993, petitioner had 1,165 stores in 14 States and the Bahama Islands.

Petitioner is an accrual basis taxpayer which has adopted a 52-53 week fiscal year ending on the last Wednesday in June. Petitioner filed a consolidated corporate Federal income tax return for its fiscal year ending June 30, 1993.

As of June 30, 1993, petitioner employed approximately 36,000 full-time and 69,000 part-time employees. Since 1988, all full-time employees who completed 3 months of continuous service have been eligible for a flexible benefits program called ‘Winn-Flex”. Under Winn-Flex, employees were furnished certain benefits that they received automatically and certain optional benefits among which they could choose. Employees automatically received life insurance and accident and sickness coverage. The optional benefits included a medical plan, dental coverage, vision coverage, supplemental associate life insurance, long-term disability, and two flexible spending accounts for health care and dependent care. Petitioner self-insured the medical and life insurance benefits under Winn-Flex while the remaining benefits were insured through third parties.

The life insurance coverage provided by the company under the core Winn-Flex benefit program was in effect only while a worker was a full-time employee. Petitioner provided no postretirement benefits to its employees under Winn-Flex. Early retirees covered by the Winn-Flex plan had the option of continued coverage under a separate insurance pool not paid for by petitioner.

Since 1980, petitioner has also maintained a program to provide death, disability, and retirement benefits to a limited number of full-time management level employees. This program was known as the “Management Security Program” (MSP). During the fiscal year ending in 1993, 615 of petitioner’s employees were covered under the MSP. In order to provide funds for specific benefits for each manager, petitioner purchased flexible premium adjustable life insurance policies on each manager (MSP policies) from American Heritage Life Insurance Co. (AHL). The MSP policies are individual policies and not group contracts. The death benefits under the individual MSP policies were tailored to cover petitioner’s costs for preretirement deaths of the covered individual’s and to cover costs of postretirement benefits. Petitioner’s practice of purchasing MSP policies on the lives of its managers began long before 1993.

During 1992 and early 1993, Wiedemann & Johnson (WJ) and the Coventry Group (Coventry) formed a joint venture (WJ/Coventry) and approached petitioner with a proposal for the purchase by petitioner of individual excess interest life insurance policies on the lives of petitioner’s employees, aig Life Insurance Co. (AIG) was to be the underwriter for the proposed policies. In a letter dated January 12, 1993, Mr. Alan Buerger, chairman of Coventry, confirmed a meeting on January 14, 1993, with Mr. Richard D. McCook, petitioner’s financial vice president. Included with the letter was a memorandum from Mr. Buerger and Mr. Bruce Hlavacek, chairman and chief executive officer of WJ, proposing that petitioner purchase a “broad-based COLI pool”.

The memorandum provided an overview section which generally described a broad-based COLI pool as consisting of a group of corporate-owned life insurance (COLI) policies covering a wide cross-section of a corporation’s employees. Petitioner was the proposed beneficiary of the COLI policies to be written on the lives of petitioner’s employees. WJ/Coventry’s proposal focused on two issues raised by petitioner in a prior meeting. These two issues were described as “(i) achieving positive earnings in every year; and (ii) providing an exit if the tax laws change or Winn-Dixie’s appetite for interest deductions declines.”

The memorandum summarized the tax aspects of leveraged COLI with the following captioned diagram:

[[Image here]]

1 - Winn-Dixie makes deposits and pays loan interest to insurance carrier.

2 - Winn-Dixie receives withdrawals, loans and death proceeds from the insurance carrier.

3 - Winn-Dixie receives a tax deduction for loan interest paid.

The memorandum next explained the difference between the proposed broad-based COLI pool and petitioner’s then-existing leveraged COLI program being used to fund the MSP. The memorandum stated:

Winn-Dixie is familiar with leveraged COLI and particularly with the tax arbitrage created when deductible policy loan interest is paid to finance non-taxable policy gains. Winn-Dixie’s existing leveraged COLI policies provide this arbitrage and, having been purchased before passage of the 1986 Tax Reform Act, provide it beyond the $50,000 cap applicable to newer policies.
A broad-based COLI Pool applies the same principle in ways that are effective under current law. But, where each of the existing policies was designed to fund a specific executive’s benefit under the MSP, the Pool that we have illustrated would cover 38,000 employees at all levels of Winn-Dixie’s workforce.

With respect to obtaining the employees’ consent to purchase the COLI policies on their lives, the memorandum stated:

We usually recommend that a company adopt or expand employee death benefits when installing a COLI Pool. This provides an immediate and meaningful benefit for employees, and it helps to provide a logic and incentive for obtaining employees’ consent to being insured. The benefit may depend on the size of the pool and the amount of the insurance purchased on each employee. A death benefit in the range of $5,000 to $15,000 is typical for the Pools presented here. After an employee leaves the company, the benefit is normally reduced or discontinued. With normal rates of retirement and attrition, only a small proportion of the participants will receive a benefit. As a result, the cost of providing the benefit is insignificant.

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Cite This Page — Counsel Stack

Bluebook (online)
113 T.C. No. 21, 113 T.C. 254, 1999 U.S. Tax Ct. LEXIS 47, Counsel Stack Legal Research, https://law.counselstack.com/opinion/winn-dixie-stores-v-commr-tax-1999.