Plan sponsors often don’t realize they need help or have options, since not all plans are created or administered equally.
Each client situation is different. There are several testing options for 401(k) plans. We explore various ways to make plans operate to best reflect the view of the Plan sponsor. Since the testing alternatives are demographic dependent, each plan and each plan year can be different. We have the experience and expertise to optimize plan operation under current law.
We took over a plan for a law firm partnership that maintained a 401(k) Plan with a traditional allocation formula based on compensation. The older partners wanted higher allocations, and the younger partners wanted to keep more cash for mortgage and tuition payments.
We implemented a creative class allocation formula, with a class for each participant and educated the client about the benefits of the added flexibility and how they could use it.
At no required additional cost for staff, the older partners were able to receive maximum legal allocations. Also, the firm was able to recognize and incentivize key staff members with increased pension contributions.
We were introduced to a manufacturer’s representative who maintained a 401(k) Plan. His wife was on payroll to boost deductions, but he was still limited to a total of $80,000 going into the plan for his family. He wanted more deductions.
We implemented a Defined Benefit Plan and increased his tax deduction by over $90,000. Furthermore, we provided a supercharged Roth IRA where he deposited over $30,000 to grow tax free.
When asked what it would cost him for our services, we said there was no additional cost. If he took his wife off payroll (which we felt should be the case if not actually performing services), our total fees for both plans were less than the social security taxes he had previously payed on her salary.
The owner of a local manufacturing business was frustrated that according to their large, national payroll company, they had to contribute $20K+ to keep the plan compliant based on the employee contributions the owner had made. Furthermore, if they wanted to make employer contributions, all would need to receive the same percent of pay, including the already overpaid salesman.
We updated the definition of who is highly compensated using a special “Top Paid Group” election and were able to demonstrate that no correction was needed. We also updated employer allocation to a more flexible formula that would allow us to provide the owner a larger amount and avoid making any contribution for the salesperson that was already receiving around $250k in compensation.
The owner saved $20k in contributions that would have otherwise been needed for staff. He chose to make an employer contribution for staff, but was further able to save around $10k+ that would have otherwise had to go to his salesman.
A construction client had a prevailing wage plan to cover his employees doing public sector work, but he and his office staff were not benefitting.
We amended the plan document to combine it with the existing 401(k) plan and were able to use the prevailing wage contributions to offset other employer contributions.
The owner received an allocation of over $60,000 for himself at a modest overall increase in his plan contributions for others and saved on administration costs by only having a single plan for the company. Other construction clients of ours who didn’t already have the prevailing wage plan in place saved $100k+ in payroll and other tax savings by implementing a plan.
Our commitment to helping businesses owners and employees reach their financial goals and do meaningful work is mirrored in our annual financial support of 1%+ of our profits to the following local organizations.
Each one positively impacts our region through providing needed welfare services, educational opportunities, creative artistic outlets, medical advancements, or community building.
We’re proud to be part of their growth.
Alzheimer’s Association-Rhode Island Chapter
Big Brothers Big Sisters of the Ocean State
Big Picture Learning
Community Foundation of Southeastern MA
Community Preparatory School
Cooperating Libraries Automated Network
Crossroads Rhode Island
East Bay Collaborative
Freelance Players, Inc.
George Hail Free Library
Greenville Public Library
Jewish Alliance of Greater Rhode Island
Jewish Family Service, Inc.
Mental Health Consumer Advocates of RI
Multiple Sclerosis Society
RI Community Food Bank Association
Rhode Island Foundation
Rhode Island Council for the Humanities
Rhode Island Philharmonic Orchestra & Music School
Rhode Island Public Radio
South Shore Mental Health Center, Inc.
SouthSide Elementary Charter School
The French American School of Rhode Island
The Greene School
The Sandra Feinstein-Gamm Theatre
Transitions Centers, Inc.
Trinitarian Congregational Church
Westerly Area Rest Meals