Retirement Plan Solutions for Every Employer

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As the go-to option for employers seeking to encourage employee savings, 401(k) plans have dominated the landscape for decades. Substantial modifications have augmented these plans, affording employers a wider range of resources to support their employees in crafting a reliable retirement strategy.

Types of 401(k) Plans

• Traditional 401(k) with Discretionary Employer Contributions
• Traditional 401(k) with Automatic Enrollment and Automatic Escalation 
• Safe Harbor 401(k) with additional Discretionary Employer Contributions

401(k) plans serve as invaluable tools for employers seeking to assist their employees in saving for retirement. Plan sponsors must prioritize meticulous management of their plan - including plan documentation, compliance adherence, fiduciary responsibility, investment selection & monitoring, effective employee communication, and ongoing plan review. Given the intricacies involved, plan sponsors greatly benefit from collaborating with dependable partners such as advisors and third-party administrators, who offer essential assistance in administering and overseeing the plan.

A Safe Harbor 401(k) plan offers several benefits for both employers and employees. Firstly, it provides employers with a way to automatically satisfy certain non-discrimination testing requirements, which helps ensure that the plan doesn't disproportionately favor highly compensated employees. This saves time and effort in annual compliance testing. Additionally, a Safe Harbor plan allows business owners to maximize their own contributions to the plan without being subject to certain contribution limits.

Safe Harbor Plans

• Standard Safe Harbor Matching
• Enhanced Safe Harbor Matching
• QACA Safe Harbor Matching (Automatic Enrollment + Safe Harbor Match)
• Safe Harbor Non-Elective 

For employees, a Safe Harbor 401(k) plan offers the benefit of immediate vesting in employer contributions, meaning that all employer contributions are fully owned by the employee from the start. This provides employees with a sense of security and encourages them to participate in the plan. Furthermore, by offering a Safe Harbor match or non-elective contribution, employers can incentivize employee participation and help them save for retirement. 

Non-Profits under IRC Section 501(c)(3) have the unique ability to offer their employees a 403(b) Plan. 

A 403(b) plan provides several benefits for employees in the nonprofit sector, including public schools, colleges, and certain tax-exempt organizations. One significant advantage is the ability to contribute to the plan on a pre-tax basis, meaning contributions are made before taxes are deducted from the employee's income. This reduces taxable income and allows employees to save for retirement while potentially lowering their current tax burden.

With Universal Availability, a 403(b) plan does not have to prove non-discrimination under the ADP test. This is generally accomplished by requiring the employer to offer employees the ability to defer into the plan within the first 30 days after employment.

Overall, 403(b) plans offer tax advantages, investment flexibility, and employer contributions, making them an attractive option for individuals in the nonprofit sector to save for a secure retirement.

A Cash Balance is a type of Defined Benefit plan, a hybrid plan. Cash Balance plans offers several benefits for employers and employees alike.

For employers, it provides an opportunity to contribute significant amounts towards retirement savings for both owners and employees. Contributions to the plan are tax-deductible, allowing businesses to reduce their taxable income while simultaneously providing a valuable employee benefit. Additionally, Cash Balance plans can be used strategically for attracting and retaining top talent, as they offer a generous and predictable retirement benefit.

For employees, Cash Balance plans provide retirement security and the potential for significant growth of their retirement savings. Unlike traditional defined contribution plans, such as 401(k)s, Cash Balance plans offer a guaranteed annual contribution based on a predetermined formula. This predictable benefit structure provides employees with peace of mind and a clear understanding of the retirement income they can expect to receive.

Another advantage of Cash Balance plans is that they allow for accelerated savings accumulation, especially for older employees who have less time to save for retirement. These plans have higher contribution limits compared to traditional 401(k) plans, enabling individuals to build a substantial nest egg within a shorter timeframe.

Executed strategically, a Cash Balance plan is a powerful and impactful option for employers to implement as a compliment to their 401(k) plan. 

A traditional defined benefit plan offers employers a way that they can help attract and retain top talent. It demonstrates a commitment to employee welfare and provides a competitive benefit package that sets the company apart from others. Moreover, contributions to the plan are tax-deductible for the employer, reducing their taxable income. It is worth noting that defined benefit plans shift the investment risk and responsibility to the employer, the investments are trustee-directed, this relieves employees of the burden of managing their retirement investments.

Overall, traditional defined benefit plans offer employees a reliable retirement income and provide employers with a valuable employee benefit that aids in talent retention. However, it's important to note that implementing and maintaining a defined benefit plan can be complex and costly for employers due to actuarial calculations, funding requirements, and potential regulatory obligations.

Non-Qualified Deferred Compensation plans are a tool employers can use to provided added incentives to specific employees or classes of employees. 

An NQDC plan for employers can be valuable for attracting and retaining top executives or key employees. These plans offer a competitive benefit that can be tailored to the specific needs and goals of highly compensated individuals. NQDC plans also provide employers with flexibility in structuring compensation packages and aligning employee incentives with company objectives. Additionally, contributions to NQDC plans are not subject to the same contribution limits and restrictions as qualified retirement plans, allowing for greater savings potential for highly compensated employees.

It's important to note that NQDC plans are subject to specific rules and regulations, and they do not offer the same tax advantages or protections as qualified plans. However, for employers and highly compensated individuals seeking additional flexibility and customization in their compensation arrangements, NQDC plans can be a valuable and attractive option.