By designing a retirement plan that fits your needs Strategic Business Partners helps you accumulate wealth. This may be a plan that discriminates in favor of you as the owner or specific key employees: or may be a plan that covers all employees.
Qualified Retirement Plans
Defined Benefit Plans
The employer contributes an actuarially-determined amount sufficient to pay each participant a fixed or defined benefit at his or her retirement. Methods of defining the benefit may be based on a flat percentage of compensation, a percentage which increases with years of service, a percentage which changes at certain compensation levels, etc.
This type of plan generally favors older employees, because more of the employer’s contributions must go into his or her account to make certain that there will be enough to pay the promised (or defined) benefit at retirement age.
Defined Contribution Plans
There are several variations of defined contribution plans. Some of the more common ones include the following:
- Money purchase pension: The employer contributes a specified percentage of the participating employee’s salary each year. Whatever that fund grows to is what the retiring employee receives.
- Target benefit pension plan: The target benefit plan has elements of both the defined benefit and defined contribution plans. The benefits are determined as if the plan were a defined benefit plan, while the defined contribution plan annual contribution percentage and dollar amount limitations apply to the actual contributions.
- Traditional profit sharing plan: Similar to the money purchase pension, except that contributions do not need to be a specific percentage and they do not need to be made every year, as long as they are substantial and recurring.
- Age-weighted money purchase and profit sharing plans: Money purchase and profit sharing plans in which employer contributions are allocated to provide an assumed equivalent retirement benefit at normal retirement age.
- Cross-tested or super-integrated money purchase and profit sharing plans: These plans establish groups of participants to which are allocated specified allocation percentages. They must satisfy very complicated discriminatory requirements under Reg. 1,401(a)(4).
- Stock bonus plan: Similar to the traditional profit sharing plan. The plan may, but is not required to, invest primarily in the employer’s stock.
- ESOP – Employee stock ownership plan: Like a stock bonus plan, to which the employer can contribute company stock instead of cash. The plan must be primarily invested in company stock.
- IRC Sec. 401(k) plan: Also called a cash or deferred plan, this plan is any stock bonus plan or profit sharing plan which meets certain participation requirements of IRC Sec. 401(k). An employee can agree to a salary reduction or to defer a bonus which he or she has coming.
- SIMPLE plans: SIMPLE stands for Savings Incentive Match Plan for Employees. SIMPLE plans can be in either IRA format or a 401(k) format.
- SEP: This stands for Simplified Employee Plan. A SEP is a group of individual IRAs established for employees to which the employer and employees may contribute more than an individual employee could contribute to a traditional IRA or ROTH IRA.