"Myth 1: 'Shared-risk' plans split the risk and rewards between employers and employees.... Myth 2: 'Shared-risk' plans strike a balance between worker-friendly DB plans and the defined-contribution (DC) plans that employers prefer.... Myth 3: If benefits are reduced in a 'shared-risk' plan, they will only be temporary reductions.... Myth 4: The 'shared-risk' plan is a hybrid, in which some benefits are guaranteed and some (like inflation protection) are conditional.... Myth 5: Unions have embraced the 'shared-risk' model."