Why sponsor your own 401(k) plan when you can become an adopting employer of ours? Join our PEP and you may be able to 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 as a business owner or HR director, we believe you’ve come to the right place.
Our PEP structure aims to protect you and your business against lawsuits, operational errors, and Department of Labor (DOL) and IRS audit failures.
In our PEP, we, along with our partners, handle the day-to-day heavy lifting so you have that time to focus on your business.
In a PEP, a single Form 5500 and audit are filed at the PEP level. That means you don’t have to file your own IRS Form 5500 or do your own audit!
With access to major fund families, the investment menu will reflect leading options for various asset categories.
By pooling resources together in our PEP, we can make available low cost share classes that small-and medium sized business sometimes can’t access.
We use our size to negotiate pricing and services from the retirement providers available. All fees are transparent so you can make the best decision for your company.
In our view, you can realize all the benefits of being part of a PEP without losing any flexibility. We think 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 401(k) specialist, Ameritas consultants can individualize your plan design to seek 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 choose automatic enrollment and/or progressive savings.
If you have failed 401(k) nondiscrimination tests in the past, a safe harbor design may be for you. We’ll review your options and help you pick an 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 a contribution to accomplish 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 six year period.
