Retirement plan benefits are a critical component of any benefits package. A comprehensive retirement plan package can help employees reach their goals, and help you attract and retain top talent.
Our retirement plan services are designed to pinpoint areas of potential risk as they relate to the fiduciary responsibilities and plan operations of your corporate retirement plan. Helping plan sponsors reduce fiduciary liability is a constant challenge. It requires plan design expertise, independent investment analysis and benchmarking, and a sophisticated employee communication program. We go beyond the standard and act as your partner. We listen to you, understand your culture and goals and then match your needs with the best financial solutions.
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Assuming a significant portion of the assets that you have accumulated are in the form of a privately held business, planning is important, and so is timing Unfortunately, life doesn’t come with guarantees. That calls for contingency planning to make sure that you or your family receive a realistic value for the equity stake you have in your business in the event of the unexpected.
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A benefit plan must not discriminate in favor of highly compensated employees (HCEs) and key employees with respect to eligibility, contributions, or benefits. To ensure compliance, all 401(k) plan sponsors should understand the basics of nondiscrimination testing and, considering the complexity of the rules, make sure this critical duty is being done right. Even if a plan sponsor relies on a third-party administrator (TPA) to perform the nondiscrimination testing, the plan sponsor is responsible for the consequences of noncompliance, which could include tax consequences for plan member investments.
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