Retirement Plan Options
It’s difficult to retire well with a one-size fits all plan. You have many choices to achieve many outcomes. We’ll help you make the right choice for yourself, your family, or employees.
Our pathway to retirement readiness is a contemporary solution for employees who do not wish to actively manage their money, change allocations, or track activity. Instead, you upload all your financial data into your personal wealth portal. Share your goals and risk tolerance. Then, you receive professional guidance from investment experts who continually monitor your plan, minimize risk exposure in down markets, leverage upmarket opportunities against a tactical strategy model and validated portfolio strategies. And one-on-one access to a personal advisor for questions, advice, and education. Your employees stay in control, while saving you time and money.
Multiple-Employer Retirement Plans
Our Multiple-Employer Retirement (MEP) plans leverage the economies of scale and collective strengths of multiple independent service providers. Our objective is to reduce employer and personal fiduciary liability through a full scope ERISA 402(a) named fiduciary, a limited scope ERISA 3(16) plan administrator, a 3(38) investment manager, third-party administrator, custodian, and independent plan trustee. The Roush Group serves as client interface with emphasis on client investment education. By bringing together the best providers in their fields on your behalf, we structure an environment to protect you, to broaden plan coverage, and outsource complex compliance and administrative issues. MEPs enable some employers to offer qualified plans for the first time.
Standard 401(k) Plans
A qualified 401(k) plan allows your employee to select between taking compensation in cash or tax-deferring a percentage to a 401(k) account under the plan. Deferral amounts are usually not taxable to employees until withdrawn or distributed from the plan. Your employee can also contribute to his or her 401(k) plan on an after-tax basis, known as a Roth 401(k) plan; contributions are typically tax-free when withdrawn. It is important to discuss employer matching, contribution limits, distribution rules, and how to accommodate highly compensated executives facing ERISA restrictions.
Your business structure may call for a 403(b) plan, also referred to tax-deferred annuities (TDAs), and designed for public school or tax-exempt employees. If appropriate, The Roush Group accommodates the need for this plan.
Defined Benefit Plans
As a retirement arrangement, defined-benefit plans (DBPs) are sponsored by employers, and the employee benefits are computed using a benefit formula, based on length of employment and salary history, commonly referred to cross-tested plans. The employer administers the portfolio management for the plan and assumes all investment risk. Restrictions apply to when and how fund withdrawals occur, subject to penalties. Though DBPs declined in recent decades, experts believe in a resurgence, driven by tax-motivated employers.
A cash-balance plan is a defined-benefit plan similar to a traditional pension, and somewhat resembles a 401(k). You don’t invest your own money in the plan, nor hold any responsibility for investment choices. The plan credits your account with a set percentage of your salary annually and applies a set interest rate to your balance. And they’re portable.
Allow The Roush Group to recommend the best plan for your company, ensure you know what you’re paying for, and protect you from compliance liability.