Why sponsor your own 401(k) plan when you can become an adopting employer of ours? Join our PEP and reduce your work and exposure, improve your pricing and services, and offer a first-class 401(k) 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 business owner or HR director, you’ve come to the right place.
Our PEP structure provides significant protection to you and your business against lawsuits, operational errors, and DOL and IRS audits.
In our PEP, we do all the day-to-day heavy lifting so you have the time to focus on your business.
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 unrestricted access to all the major fund families, our investment menu will reflect the best options within each asset category – not the proprietary funds of an investment or fund company.
By pooling resources together in our PEP, we can make available low cost share classes that most small-and medium sized business 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 company.
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 401k administrator, we will individualize your plan design to meet your company’s objectives and help your employees prepare for retirement.
Within our 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 401(k) 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 company 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.
