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Vesting schedules are a two way street; optimize for enterprise value!

Blog, Participant Outcomes, Plan Design /

If key employees strategically time their departures to coincide with their vesting dates, your 401(k) plan’s design may inadvertently work against your company’s retention goals and financial interest.  Optimizing Your 401(k) Plan Vesting schedules serve two primary purposes within an organization. For employers, they provide a mechanism to recoup the costs associated with onboarding and […]

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SECURE 2.0 Catch-Up Contributions – Part 2: Mandatory Roth Catch-Up

Compliance, Fiduciary, Participant Outcomes, Plan Design /

SECURE 2.0 Catch-Up Contributions – Part 2: Mandatory Roth Catch-Up Contributions Coming in 2026 This post is Part 2 of our series covering the two major catch-up contribution changes under SECURE 2.0. In Part 1, we covered the new “super catch-up” for employees aged 60 through 63. Now we shift gears to focus on a

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SECURE 2.0 Catch-Up Contributions – Part 1: Super Catch-Up

Compliance, Fiduciary, Participant Outcomes, Plan Design /

SECURE 2.0 Catch-Up Contributions – Part 1: New Super Catch-Up Boosts Limits for Ages 60–63 SECURE 2.0 introduced two big changes to catch-up contributions in retirement plans—and both will require action from plan sponsors, payroll teams, and advisors. Because each one deserves focused attention, we’re covering them in a two-part series. This post focuses on

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Long Term Part-Time Employee Rules

Blog, Compliance, Participant Outcomes, Plan Design, Regulatory Updates /

Long Term Part-Time Employees: What to Know About New Eligibility Rules You may have noticed a theme emerging in recent blog posts here at ERISA.com – SECURE 2.0 and its emphasis on improving employee retirement savings. In this installment, we will continue the theme by discussing Long Term Part-Time Employees (or LTPTs, as we’ll call

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identifying related employers part ii

Identifying Related Employers: Part II Control Groups

Compliance, Fiduciary, Plan Design, Regulatory Updates /

There are two major types of Related Employers: Affiliated Service Groups and Control Groups. Part I of this series discussed the general purpose of Related Employer rules, how they affect plan testing, and explained Affiliated Service Groups. Why are the Control Group rules important? As noted in Part I, ERISA considers all entities that are

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identifying related employers part i – affiliated service groups

Identifying Related Employers: Part I – Affiliated Service Groups

Compliance, Fiduciary, Plan Design, Regulatory Updates /

Preventing owners and highly compensated employees from abusing retirement plans’ tax benefits is one of the primary policy goals of the Employee Retirement Income Security Act. One way ERISA accomplishes this is grouping certain commonly owned business entities together as a single employer for plan testing. These rules are referred to as the Affiliated Service

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Discover the Hidden Value in Your Organization’s Retirement Plan for a Post-Coronavirus Pandemic Era

Fiduciary, Plan Design, Uncategorized /

The coronavirus has upended business as usual and we’re all concerned about what our life, career and business will look like in a post-coronavirus pandemic era. And how we respond to the challenges today will determine the success we enjoy tomorrow.  An interesting study conducted by Gartner in 2019 found that companies who opted to

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match suspension

How to Suspend or Eliminate Your 401(k) Plan\’s Match

Fiduciary, Plan Design /

During times of economic uncertainty, like the COVID-19 situation that we\’re currently in, many companies look for ways to reduce expenses to help keep employees on payroll.  One of the expenses you may be considering reducing or eliminating is your company\’s matching contribution to the retirement plan. This is usually an effective measure that can

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SECURE ACT Safe Harbor Amendments and Retirement Plans

Plan Design, Regulatory Updates /

How does the SECURE Act affect safe harbor retirement plans? Among the many recent changes to retirement plans, three provisions of the SECURE Act impact safe harbor plans. The provisions center around notice requirements and safe harbor 401(k) plan design to decrease the administrative burden, provide additional employee protection, and encourage the adoption of new

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