Growing Your Business
Utilizing a payroll integrated 401(k) comes with many benefits—for both you and your clients. From increasing your business and building a referral network to saving your clients valuable time, learn how a payroll integrated retirement savings solution can benefit all involved.
It’s common to hear objections from business owners when approached about the idea of offering a retirement plan, so it’s important to learn how to overcome some of the common concerns employers may have about sponsoring a 401(k) plan.
Offering your clients a integrated employee experience sets you a part from other payroll providers. Share this demo with business owners on how easy it is to use the WorkforceHUB and PAi single sign on integration.
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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. Enter CoPilot. CoPilot was designed to help employers save time on plan administration responsibilities and reduce investment fiduciary risk, while helping employees reach their retirement goals.
There are many benefits of integrating payroll with your 401(k) plan—starting with saving you time and money, reducing manual errors, and minimizing your administrative tasks as the employer. Learn all about the benefits of payroll integration and find out what the integration process looks like.
Building a referral network of financial advisors and CPAs can help you increase your business and make your clients “sticker”. Many financial advisors and CPAs aren’t familiar with payroll integration or that they can still be listed on the plan. Payroll Integrated 401(k) is a win-win for both you and your referral networks.
Owner-only businesses and partnerships often struggle to find a retirement savings plan that fits their needs, but saving for the future doesn’t have to be complicated. Walk through the features, benefits, and pricing of the Plan4One retirement savings solution with your clients.
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.
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 2018 and years past.
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.