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Retirement Plans

Our ServicesMenu of Retirement Plan Options

Retirement plans are structured savings programs designed to help employees and business owners build financial security for the future. They offer tax advantages, flexible contribution options, and tailored features to suit various organizational needs, ensuring both employers and participants can achieve long-term financial goals.

  • A versatile, tax-advantaged retirement plan suitable for any business size, featuring employer matching and automatic enrollment options. [IRS source]

  • Tailored for nonprofits and public sector employers, this plan offers benefits similar to a 401(k) with specific compliance requirements. [IRS source]

  • These are tax-advantaged savings plans typically offered by government entities and certain nonprofits. They allow employees to set aside pre-tax income for retirement, with higher contribution limits than many other plans. Employers may also offer matching contributions, making them a valuable option for attracting and retaining talent. [IRS source]

  • A type of defined benefit plan that credits a participant's account with a set percentage of their salary plus interest, offering predictable retirement benefits with the flexibility of individual accounts. [IRS source]

  • A traditional retirement plan where the employer guarantees a specific monthly benefit upon retirement, calculated based on factors like salary and years of service, providing stable and predictable income for retirees. [IRS source]

  • Introduced under the SECURE Act, PEPs simplify retirement plan sponsorship by allowing multiple employers to join a single plan managed by a Pooled Plan Provider (PPP). This reduces administrative burdens, lowers costs through economies of scale, and shifts fiduciary responsibilities to the PPP, minimizing risks for business owners. PEPs offer a flexible, cost-effective solution for small and mid-sized businesses seeking competitive retirement benefits without the complexities of standalone 401(k) plans. [IRS source]

  • These are retirement savings plans designed for self-employed individuals and small business owners. They allow employers to make tax-deductible contributions to individual retirement accounts (IRAs) for themselves and their employees. SEP Plans are easy to set up and administer, with flexible contribution options, making them ideal for businesses looking to provide retirement benefits without the complexity of traditional pension plans. [IRS source]

  • An uncomplicated retirement plan for small businesses, balancing easy administration with valuable employee benefits. [IRS source]

  • Ideal for self-employed individuals or business owners without employees, offering generous contribution limits and tax benefits. [IRS source]

HOW WE SERVEUnderstanding Your Retirement Plan Team

  • Your Financial Advisor is like the coach of your retirement plan team. They guide strategy, help you choose the right investment options, provide education to participants, assist with enrolling new members, and work to ensure the plan runs smoothly. They also conduct regular reviews to keep the plan competitive and compliant, helping employees maximize their retirement savings.

  • The Plan Sponsor is the team owner, usually the employer, who sets up and oversees the retirement plan. They choose the service providers and ensure the plan follows all regulations. While they can hire financial professionals to help manage the plan, they hold ultimate responsibility for its success.

  • The TPA acts like the referee, ensuring the plan follows all the rules set by the IRS and Department of Labor. They handle paperwork, prepare reports, and update plan documents, ensuring everything is by the book.

  • The Record Keeper is the scorekeeper, tracking all contributions and transactions. They maintain records of each participant's account and provide the online portal for account management.

  • The Custodian is the security guard, safeguarding the plan's money and investments. They don't decide how to invest the money but ensure its securely held and transactions are handled as directed.

  • The Payroll Provider acts like the timekeeper, ensuring that all player salaries (employee wages) are calculated accurately and paid on time. They integrate seamlessly with the retirement plan, ensuring contributions are deducted and allocated correctly. This role helps maintain smooth operations and ensures that all financial aspects related to employee compensation are managed efficiently.

  • The 3(16) Fiduciary manages daily operations, ensuring compliance and handling administrative tasks like filing forms and sending notices. If the sponsor prefers not to handle these, they can delegate to the 3(16) fiduciaries.

  • As the paid financial advisor who provides professional guidance and insights as well as investment recommendations, the plan sponsor retains the final authority to accept or reject the recommendations.  

  • The Fiduciary acts like a Decision Maker Co-Captain, they take full control of investment decisions, managing the lineup independently.

Our ServicesNon-Qualified Executive Compensation

Unlike qualified plans, non-qualified plans do not meet the requirements of the Employee Retirement Income Security Act (ERISA) and are often used to provide benefits beyond what is available in standard retirement plans. These plans can include deferred compensation, stock options, and supplemental executive retirement plans (SERPs), allowing companies to attract and retain top talent by offering additional financial incentives.

The primary advantage of non-qualified executive compensation is its flexibility, as companies can tailor these plans to meet the specific needs of their executives and the organization. However, these plans often come with certain risks and tax implications, as they do not provide the same level of protection and tax advantages as qualified plans. We can help navigate and explain these risks to help decide on the best options available.

Are you getting everything you need from your current advisor?

  • We understand that many business owners and employees excel in their roles but may lack foundational financial knowledge. To bridge this gap, we collaborate with Plan Sponsors to deliver comprehensive education programs as part of our services. These programs cover everything from basic enrollment to advanced topics like Social Security, debt management, and personalized asset allocation. By equipping participants with financial insights, we foster smarter decision-making and enhance engagement, helping everyone be better prepared for their financial future.

  • Group trainings are beneficial, but some questions are best addressed privately. Recognizing that everyone's planning needs are unique, we offer personalized virtual meetings where participants can discuss various financial wellness topics in confidence.

  • We assess how your plan compares to industry standards in pricing and service levels, ensuring it remains competitive and aligned with best practices.

  • We conduct regular reviews to ensure your plan adapts to evolving goals, participant needs, regulatory changes, and market cycles.

  • We provide practical training to help plan sponsors understand their personal liability and responsibilities, offering guidance on minimizing risks through proper team selection, fidelity bonds, and record-keeping.

  • We regularly review your plan's pricing and service levels to identify hidden fees and ensure cost efficiency as your plan evolves.

  • We assist you with efficiently managing accounts of terminated or retired employees, coordinating with your TPA to remove them from the plan when necessary, reducing risk and streamlining operations.

What factors are most frequently used to determine plan costs?

  • Larger plans generally benefit from lower costs per participant due to economies of scale. We help to renegotiate costs as your plan grows.

  • Plans with higher average balances often qualify for lower fees. Larger average balances reduce administrative costs compared to plans with many small accounts. We work with your TPA and your Record Keeper to address smaller, terminated participant account balances. In addition, we provide interactive in-person participant training programs and new hire trainings to help increase contributions, participation, and provide opportunities to lower your plan costs.

  • Investment choices impact costs: balancing fund fees with performance is crucial. 

  • Some Record Keepers receive revenue from mutual fund companies, which can lower overall plan costs. 

  • Many Record Keepers offer an administrative allowance from their Record Keeping revenue for TPA’s and/or Investment Fiduciaries [3(21)’s or 3(38)’s]. Provider Allowances can reduce employer out-of-pocket costs if the TPA uses these funds appropriately. However, in a plan where the owners have the largest percentage of assets, the Plan Sponsor might want to consider TPA expenses. As your Financial Advisor, we can periodically refer to our team's CPA or Tax Provider for basis for the most appropriate Retirement Plan expenditures.

Your Retirement Plan

We help you maximize your retirement plan by ensuring it remains competitive through regular and proactive education programs for participants. Our experienced training equips Plan Sponsors with the knowledge needed to effectively manage their responsibilities, while our ongoing customer service management process focuses on helping you optimize your retirement plan potential. Additionally, we offer personalized one-on-one meetings to address individual planning needs. These efforts collectively strive to reduce costs, improve participant outcomes, enhance tax efficiencies, and work to ensure your retirement plan delivers the best results for both employers and employees.

Request Review for your Retirement Plan

Resources & Insights

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If you believe you could benefit from working with a financial professional, let’s review your portfolio, financial trajectory, and goals to see if you’re a good match for our practice.

6300 Canoga Avenue
Suite 1600
Woodland Hills, CA 91367

david@kaizenfp.com
(818) 587-4206

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