Company Retirement Plan Solutions

Is your current business retirement plan the best fit for your organization?

The right business retirement plan can create powerful opportunities. With significant tax advantages for both the employer and employees, setting up and contributing to a company retirement plan is a great way to save for retirement. A well designed, low cost retirement plan will attract and help retain quality employees.

We provide guidance on setting up or improving your plans. We help alleviate the administrative burden for plan sponsors by providing important guidance on investment selection and cost-efficient service providers. We focus on ensuring plans have excellent employee education to inform and inspire participation.

We can assist you in the setting up and managing the following company retirement plan types:

A flexible plan offering the highest level of pre-tax contributions and a wide range of employer contribution limits. Requires a plan document and annual compliance testing and reporting. Standardized documentation makes these a feasible option for small businesses.
For small business owners with no employees. Allows contributions up to $57,000 ($63,500 if over 50) either through profit sharing and/or salary deferral. Larger plans require annual reporting.
This easy-to-set-up plan allows discretionary contributions up to $57,000 and is a great design for the sole practitioner.
Also an easy-to-establish plan designed for the small company. The plan allows employee contributions up to $13,500 ($16,500 if over 50) and employers must provide a match.
Flexible plans with contribution limits up to $57,000 through discretionary profit sharing. Requires a plan document and annual compliance testing and reporting.
For companies with predictable cash flows. Allows for a fixed contribution to the plan up to 25% of compensation or $57,000. Requires a plan document and annual compliance testing and reporting.
A type of defined benefit plan that can provide for much higher levels of pre-tax contributions.
Non-qualified plans don’t need to meet ERISA requirements and therefore provide a lot of flexibility for higher contribution limits. However, non-qualified plans have different tax treatment and also don’t segregate funds from the company. The significant contribution levels make these plans popular with high income earners and the plans can also be combined with a traditional 401(k).