We provide many services for small, large, new, or established businesses. We set up new qualified plans, take over the management of an existing plan, and roll over funds from existing plans to individually controlled IRAs when employment ends or while still in-service, if the plan allows it.
403 (b) PLANS
We can establish new 401(k) plans or take over the servicing of an existing plan. We have a team of administrators to help manage the plan and conduct periodic educational and enrollment meetings to keep the plan compliant. We offer one-on-one appointments with individual members to address their concerns regarding the plan or to discuss their personal investments and financial questions unrelated to the plan.
In order for a plan to remain compliant and to reduce the owner's exposure to possible lawsuit, we periodically review the plan to adjust it to the ever-changing rules and regulations. Here are some important items to remember: (Refer to IRS Publication 4531)
Has your plan-document been updated within the past few years to reflect recent changes?
Has the plan satisfied the 401k nondiscrimination tests (ADP and ACP)
Are the plan's operations based on the terms of the plan document?
Have you timely deposited employee elective deferrals?
Were hardship distributions made properly?
Were all eligible employees identified and given the opportunity to make elective deferral?
If your answer is "NO' to any of these questions, you need to contact your Plan Advisor or, if you are dissatisfied with the servicing of your 401(k) plan please contact us for a second opinion.
The following pieces of information are just samples of the value we can bring to your company's Retirement Plan:
Our team is offering a comprehensive analysis of your current program. It would be difficult for us to tell you exactly what could be done without first taking a hard look at what you have in place. We are independent Financial Professionals and this creates a great opportunity for our retirement plan clients. Our independence allows us to leverage all leading 401(k) vendors to find specific improvements that are more customized to your company's objectives. Here are some examples of what could be different about our 401(k) offering:
One of our 401(k) programs allows participants to have - in addition to a long list of mutual funds as investment options and products such as annuities for employees focused on income - a choice that offers downside protection in a bear market, upside potential in a positive market, and income for life in retirement. For obvious reasons this feature is very attractive to Plan Sponsors who want to offer a good investment solution for employees concerned with market volatility.
Many Plan Sponsors are concerned with the limited investment options available in their program. We have a program with access to over 1,000 mutual funds. The Plan Sponsor will still create (with our assistance) a "core menu" which is a smaller list of funds that would be placed on the typical enrollment form. If, however, the company has a few employees who want more choices or are interested in some exotic concepts in terms of investing (for example Gold, ASIA, Emerging Markets, or desire to invest in environment-friendly funds or perhaps to eliminate some industries such as tobacco from their portfolio), they could do so at no additional charge.
Another program we offer include a fiduciary warranty that stands behind the Plan Sponsor and covers all legal costs associated with a lawsuit attacking the investment options made available to the employees.
These are just a few of the ways we can offer something "different". In addition to the above-mentioned improvements, one of our major areas of value is in the area of Fee Analysis. In offering this comprehensive plan analysis (at no cost), one of our very first goals is to help clients understand 401(k) fees in their current plan and to make sure that your current fees are prudent and competitive. Many times we are able to help our clients achieve significant reductions in cost. Reduced 401(k) fees result in lower liability for the Plan Sponsor and a better chance at a successful retirement for your valued employees.
403(b) PLANS: (Also known as TSA –Tax Sheltered Annuity Plans)
A 403(b) plan is a retirement plan for University, Civil Government, and employees of Non-profit entities. It has similar characteristics and benefits as a 401(k) plan and our service of the plan is similar as described under 401(k) plans
The latest changes in the rules have significantly increased compliance, liability and risk issues. It is important that employers understand the impact of the latest regulations and recognize what will be necessary to remain compliant
The most notable ones:
Written plan documentation is required
Employer control and responsibility was increased
Meaningful notice needs to be given
Changes to the rules of universal eligibility
Centralized Recordkeeping becomes a compliance requirement.
SEP IRA: (Simplified Employee Pension Plan)
A SEP is a business retirement plan which uses an IRA as the investment vehicle. The employer gets an immediate tax break, and the contribution is not considered as income to the employee until distributed from the IRA. The business can be a one-man company (you), in which you are both the employer and the employee, thus, expanding your yearly IRA contribution limits.
Some of the highlights:
Allows self employed persons to fully deduct their eligible contributions.
Increased dollar limits.
No age limits
SIMPLE IRA: (Savings Incentive Match Plan for Employees)
SIMPLE provides a simplified tax-favored retirement plan for small employers of no more than 100 employees. Essentially, it is an employee salary deferral plan that requires a limited employer contribution. Though like a 401(k) in operation, it is easier because it does not require any special discrimination testing, nor does it have the contribution limitations of the standard 401(k)
A qualified employer plan set up by a self-employed person is called a Keogh or HR-10 plan. Only a sole owner or a partnership can establish a Keogh plan. The plan must be for the benefit of employees (I.e., the owner) and their beneficiaries. (The owner is considered to be both an employer and an employee.)
ESOP: (Employee Stock Ownership Plan)
In an ESOP, the employees become the owners of the company they work for. The share of the ownership is established when the ESOP is set up; the original owner usually maintains control of the company and receives the lion's share of the ownership.
It is a way to take capital out of a business without selling it to outsiders.
The company selling itself to an ESOP receives substantial tax benefits
Possible to avoid paying income or capital gain taxes on the proceeds if certain
conditions are met.
Can be used as a defense against takeover or buy-out of faltering companies
Serves as excellent motivation for employees.
ESOP is a common form of employee ownership. Altogether, there are about 11,500 ESOPs covering 11 million employees, almost all in closely held companies. (Wikipedia, Jul, 2009)