401(k) Solutions

401k plan sponsors with a December 31 year-end date soon will be receiving their administrative plan testing results from Third Party Administrators. For employers who match participant deferrals throughout the year, TPAs will look to see that company matching contributions did not exceed promised levels. TPAs also will determine if sponsors may make true-up company contributions to participants whose total deferrals made them eligible to receive a higher match than they received due to the timing of their deferrals.

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New Year’s resolutions made in January can become a mere memory in February. Financial fitness is one resolution that employers can help employees “keep”. It’s an important goal as we continue to grapple with COVID-19. A great partner to help you help your employees is the company 401(k) plan and a knowledgeable plan advisor.

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2021 – there’s never been a better time for retirement plan sponsors to consider hiring an advisor who will accept delegation to serve as their 401(k) plan’s Fiduciary Investment Manager.

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The numbers have been released and they are big! The U.S. Department of Labor disclosed that 67 percent of the private employee benefits plans that its Employee Benefits Security Administration (EBSA) investigated in fiscal year 2020 resulted in significant monetary awards, mandatory new plan procedures, removal of plan fiduciaries, and even indictments.

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It’s a regular event that catches many employers off-guard. With a little preparation, however, 401(k) sponsors can prepare for and even take advantage of this IRS requirement.

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There are many frightening things in the world but reviewing 401(k) plan fees doesn’t need to be one of them.  During the month of October, employers sponsoring 401(k) plans may think it whimsical to look at the eerie ghosts, goblins and witches decorating public spaces but shiver at the specter of the U.S. Department of Labor and its strict requirement that 401(k) fees be reasonable.

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Participants value “extreme” 401(k) plans, according to another survey, this one undertaken by American Century Investments.  What is an extreme plan and how does it benefit plan participants and sponsors?  And is an extreme plan one that employers can easily adopt?

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As a 401(k) sponsor, how would you describe the health of your company retirement plan today?  Is it thriving, seriously ill or somewhere in between?

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Time is running out.  Half of 2020 is over, and there are important portions of the SECURE Act that affect 401(k) sponsors . . . now!  Much of the SECURE Act took effect January 1, but many employers – overwhelmed as they reinvent business operations in response to COVID-19 – have been unable to focus on the ways the SECURE Act changes 401(k) plan management.  The checklist below presents the most essential SECURE Act provisions that sponsors need to know . . . now.

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