Why sponsor your own 403(b) plan when you can become an adopting employer of the Americas 403(b) PEP? Join the PEP and reduce your work and exposure, improve your pricing and services, and offer a first-class 403(b) benefit to your employees.
Join NowIf you are looking for a great retirement plan for your employees that also makes sense for you as a non-profit leader or HR director, you’ve come to the right place.
The goal of the PEP structure is to provide significant protection to you and your non-profit organization against lawsuits, operational errors, and DOL and IRS audits.
In the Americas 403(b) PEP, we do all the day-to-day heavy lifting so you have the time to focus on your organization.
In a PEP, a single 5500 and audit are filed at the PEP level. That means you don’t have to file your own 5500 or do your own audit!
With access to the major fund families, our investment menu will reflect the leading options within each asset category.
By pooling resources together in the PEP, we can make available low cost share classes that most small-and medium sized organizations can’t access.
We use our size to negotiate great pricing and top-notch services from the best retirement providers available. All fees are also open and transparent so you can make the best decision for your non-profit organization.
You can realize all the benefits of being part of a PEP without losing any flexibility. And that is especially true when it comes to the options within your plan. When well designed, your plan can play an integral part of a strategic compensation package for your employees. As your 403(b) administrator, we will individualize your plan design to meet your organization’s objectives and help your employees prepare for retirement.
Within the Americas 403(b) PEP, you choose how quickly you want employees to participate in your plan. Coordinate with your other benefit offerings or adjust to meet your competition, you get to choose.
Choose a traditional enrollment experience or fast-track your employee’s savings journey by choosing automatic enrollment and/or progressive savings.
If you have failed 403(b) discrimination tests in the past, a safe harbor design may be for you. We’ll review all of your options and help you pick the option that is right for you.
Each organization gets to select whether to contribute some of their own money to the plan and if so, how much. We’ll help you design the contribution so that it accomplishes your objectives.
Your vesting schedule determines how quickly your employees “own” the money you put into the plan. You can choose from an immediate vesting schedule or delay the vesting over as much as a 6-year period.
