707 Sable Oaks Drive
Our experience has taught us what works and what doesn't. Our process has proven to be effective for employers large and small, nonprofit and for-profit, in both the public and private sectors.
What are your goals for the plan? How does leadership want the plan to work for the business owners and employees? What are the biggest challenges in implementing an existing strategy or in rolling out a new one? We aim to determine what pain points are and develop a strategy to address them.
How does your plan stack up in the current employer retirement plan environment? When was the last time you had it evaluated by an independent advisor? Have you kept up with your fiduciary duty to the plan by ensuring that it’s staying current? We offer complimentary plan reviews to plan sponsors looking to see what their options are.
Does your fund lineup reflect your company’s Investment Policy Statement? Have you put record keeping, TPA, and advisory services out to bid recently? We evaluate the plan’s ongoing costs to make sure that businesses and organizations aren’t paying too much for the service and performance they are receiving.
Whether or not you are an existing client, we are pleased to offer RFPs for your plan services. With deep knowledge of the retirement plan landscape, we can help ensure an efficient and clean RFP process. This service is valuable to all plan sponsors looking to comply with today's best practices.
Do you have Roth contributions? Has your plan been impacted by the SECURE Act? Does a Safe Harbor provision make sense for your business? We will perform a plan document review to ensure that you understand all the options available to your organization. We will also help you understand the plan’s adoption agreement as it stands.
Do you know how much your plan costs your business? Do you know what it costs the participants? Are those expenses reasonable? Is there any indirect revenue sharing among service providers? Do you review your investment offerings on an annual basis? We will clarify and simplify your fee structure to help you understand what you are paying for.
We provide top-notch initial and ongoing enrollment meetings, as well as asset allocation strategy meetings and investment education seminars. Financial planning assistance to your plan participants is also offered to drive better participant outcomes.
We assist Human Resources, Finance, and Operations professionals in overall plan and vendor supervision. We quarterback the plan with our record keeping and TPA partners, to provide a system of checks and balances. We coordinate services and benchmark our vendors to the retirement plan industry.
We will partner with you as a 3(21) co-fiduciary to mitigate, as much as possible, your exposure to personal liability resulting from being a Plan Sponsor. Providing proper plan governance and stewardship is our everyday business and practice.
A SIMPLE IRA (Savings Incentive Match Plan for Employees) allows employees and employers to contribute to traditional IRAs for employees. It is ideally suited as a start-up retirement savings plan for small employers not currently sponsoring a retirement plan.
A 401(k) plan is a defined-contribution retirement plan that allows employees to contribute a portion of their wages to individual investment accounts.
A 403(b) plan is a defined-contribution retirement plan offered to employees of private/public schools and certain tax-exempt organizations. Like a 401(k), employees can make contributions from their paycheck either before or after-tax, depending on the plan design. The contributions go into an investment account, with the employee choosing the investments from the options provided by the plan.
A 457(b) plan is a type of 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 employees defer compensation into it on a pre-tax basis. Similar to a 401(k) and a 403(b), a 457(b) mostly differs in that it is a “non-qualified,” and not subject to ERISA.