Custom Plan Design

Your benefits consultant will explore all benefit options to design a customized strategy, based on the goals and needs of your company to find the best plan for YOU.

 

Custom Plan Design

Your benefits consultant will explore all benefit options to design a customized strategy, based on the goals and needs of your company to find the best plan for YOU.

As your business grows and changes, we’ll be ready to adapt your plan to the changing needs of you, your company and your employees.

We are skilled in design, implementation and ongoing service of a variety of retirement plans, including:

401(k)

This plan allows employees to defer a portion of their compensation to the plan. The employer may match the employee’s deferral in some manner and also make a profit sharing contribution. Employees are limited in the amount and percent of compensation they may defer.

Roth 401(k)

Plan allows employees to defer a portion of their compensation on an after tax basis to the plan. After the investor reaches age 59.5, withdrawals of any money from the account (including investment gains) are tax-free. Unlike the Roth IRA, the Roth 401(k) has no income limitations for those investors who want to participate – anyone, no matter what his or her income, is allowed to invest up to the contribution limit into the plan, however this may be limited for certain Highly Compensated members based on required testing.

Profit Sharing

This plan allows the employer to contribute up to 25% of aggregate payroll. Any amount over 25% is not deductible by the company. The contribution may vary from year to year and is not dependent upon profits. Withdrawals may be permitted before retirement.

 

New Comparability / Cross Tested

New Comparability Plans offer funding flexibility allowing higher contributions to selected employment classes  This is a discretionary contribution allowing employers to increase or decrease contributions annually, as long as they meet the Top-Heavy and General Nondiscrimination Testing requirements. Now employers can decide not only on the amount of the annual profit sharing contribution, but who gets it.

Safe Harbor 401(k)

Safe Harbor refers to a set of rules designed for 401(k) and 403(b) plans.  Safe Harbor rules outline how non-elective or matching contributions must be made for all employees.  When properly followed, Safe Harbor plans are not required to pass ADP, ACP and top heavy minimum contribution testing required for many other types of qualified retirement plans.

Solo 401(k)

Also known as an Individual 401(k) the Solo 401(k) is a specialized plan for people who work for themselves without any full-time employees. This can be in any capacity or structure: sole proprietor, LLC, partnership, corporation, independent contractor, or individual practitioner.  The Solo 401(k) enables you to maximize your tax deductible contributions and can allow much higher contributions than a SEP IRA in certain income brackets.

Age-Weighted

A profit sharing plan contribution may be structured in several different ways, including one which is weighted in favor of older participants. This type of plan works well if the members you want to benefit in a larger proportion are older employees with longer service.

 

Money Purchase

Yearly employer contributions to this plan are a required fixed amount. Many employers use this option when they feel fixed and required contributions is needed for an employee benefit.

403(b)

Commonly referred to as “tax-sheltered annuities”, these plans are available only to employees of educational and charitable organizations. This plan allows tax-deferred contributions to be made for employees through an employee-funded plan, through voluntary salary reduction, or pursuant to an employer-funded plan through employer contributions.

 

457

The 457 plan is a type of non-qualified tax advantaged deferred-compensation retirement plan that is available for governmental and certain non-governmental employers in the United States. The employer provides the plan and the employee defers compensation into it on a pre-tax basis or post-tax basis.  For the most part the plan operates similarly to a 401(k) Plan.

Defined Benefit Plan

This type of plan defines the amount a participant will receive after retirement. These plans are more complex and require an actuary to determine the employer’s contribution each year based upon inflation, investment results, life expectancy and other criteria.

 

Target Benefit

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.. Benefits are based on affordability projections. Plan members share plan risk through adjustments to their benefits.

Cash Balance

A cash balance plan is a defined benefit retirement plan that maintains hypothetical individual employee accounts like a defined contribution plan. The account grows annually in two ways: first, a contribution and second, an interest credit, which is guaranteed rather than being dependent on the plan’s investment performance.  Many business owners who are looking for larger tax deductions  and accelerated retirement savings use Cash Balance Plans in conjunction to 401(k) Plans to maximize their tax savings.