Employer Resources

401(k) Plan Options

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Operating a 401(k) retirement plan can be a lot of work, and employers may not have time in the day to adequately monitor plan performance and participant outcomes. CoPilot was designed to help employers save time on plan administration responsibilities and reduce investment fiduciary risk, while helping employees reach their retirement goals. 

  • CoPilot 401(k) Info Sheet for Employees (pdf)

    Employees enrolled in a retirement plan value education—especially when it comes to their 401(k). Pass this info sheet out at enrollment meetings to highlight the important CoPilot 401(k) plan details that employees will want to know.

Whether you’re just starting your first 401(k) or you’re working with an existing plan holding lots of assets, Open Architecture offers flexible investment options to fit your needs.

  • Individual Solo(k) Info Sheet (pdf)

    Ideal for owner-only businesses and partnerships, Solo 401(k) plans operate just like big company 401(k) plans—allowing you to decide how much you’d like to contribute as both the employee and the employer.

Whether you’re looking to attract and retain employees, lower your tax bill, or simply enhance your staff’s retirement outcomes, there are plenty of reasons to choose a 401(k) plan for your retirement solution.

Having a hard time choosing the retirement savings plan that’s the best fit for you and your business? Learn more about the key similarities and differences between common retirement savings options, including 401(k), SIMPLE IRA, and SEP IRA.


Payroll Integration

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  • Payroll Integration Info Sheet (pdf)

    There are many benefits of integrating payroll with your 401(k) plan—saving you time and money, reducing manual errors, and minimizing your administrative tasks as the employer. Download this information sheet to learn all about the benefits of payroll integration and find out what the integration process looks like.


Plan Compliance

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Small businesses often face unique challenges when it comes to operating a retirement plan—namely successfully passing the required non-discrimination testing. Safe Harbor plans are designed to automatically satisfy specific IRS non-discrimination tests, which can minimize the contribution restrictions often imposed on owners and top-tier employees.

Employers sponsoring a retirement plan are responsible for keeping fees low for employees enrolled in the plan, so when it comes to plan fees and disclosures, transparency is paramount. Learn more about Sub-TA and 12b-1 fees and how they may be charged to your plan.

Lack of employee participation can be an issue for any retirement plan, regardless of plan size. However, studies have proven that utilizing automatic enrollment can increase participation rates by up to 15 percent—putting employees closer to the path of retirement readiness. Use this guide to learn about PAi’s automatic enrollment process and the benefits of automatic enrollment.

Many 401(k) plans are required to undergo an annual audit of the plan’s financial statements to provide employers with a deeper understanding of their fiduciary responsibilities. Use this resource to learn answers to frequently asked questions regarding annual 401(k) audits.

Retirement plans have regulated maximum contribution limits, which are adjusted each year by the IRS to keep up with the ever-changing average cost of living. Learn more about adjusted 401(k) plan contribution limits for 2019 and years past.


Fiduciary Responsibility

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Many employers that sponsor a retirement plan face confusion and uncertainty regarding their own fiduciary responsibilities related to the plan, but the reality is that every retirement plan sponsor is a fiduciary. Employers have a multitude of duties and responsibilities as the plan's fiduciary, and it's vitally important that they are aware of and understand those responsibilities.

Many employers with a retirement plan face confusion regarding whether or not they act as the plan’s fiduciary. Learn more about what a fiduciary is, how it affects you as the employer, and what that ultimately means for the retirement plan.