Retirement Plans
Plan Types
The right plan involves close analysis of the current and future needs of an organization, the personal retirement savings goals of your client and the overall cost and benefit of sponsoring a qualified retirement plan.
Your clients and their employees have specific needs that cannot be met with an off-the-shelf, prepackaged plan. Retirement plans are far too valuable and complicated to run smoothly without consistent attention to detail and experienced, human help.
| 401(k) Plans |
Your clients' employees can save with pre-tax contributions through salary reduction agreements, up to $17,000 for 2012 ($22,500 if age 50 or over).
» Learn more |
| Profit Sharing Plans |
Your clients can make flexible and discretionary contributions to eligible employees, up to 25% of total payroll.
» Learn more |
| Defined Benefit Plans |
Large deductible contributions can be made to your clients’ employees who are closer to retirement age (typically owners). Contribution limits are typically much higher than under 401(k) and profit sharing plans.
» Learn more |
| 403(b) Plans |
Sponsored by tax-exempt organizations with similar features to a 401(k) plan. Your clients’ employees can save up to $17,000 for 2012 ($22,500 if over age 50).
» Learn more |
| Prevailing Wage Plans (Davis-Bacon Plans) |
Geared towards non-union companies required to pay a prevailing wage for your clients’ employees working on government projects. Can have both a 401(k) and profit sharing component.
» Learn more |
| Employee Stock Ownership Plans (ESOPs) |
A qualified plan designed to invest primarily in employer securities.
» Learn more |