Today’s plan sponsors are presented with a vast array of choices with respect to how to design their plan. Several automatic enrollment and automatic contribution arrangements are available, but which one do you choose? What type of distribution options should you allow (loans, hardship withdrawals, in-service withdrawals, etc.)? Trends have changed recently with respect to eligibility requirements, vesting, and employer contributions – which ones are suitable for your plan and participants?
LHD Retirement helps you marry your company’s objectives with the appropriate plan design features to help both the company and its employees see value from your plan. The employer must see value in employee recruitment and retention and the employee must see value in how the plan helps them to pursue a secure retirement. We come alongside with the understanding that the plan’s design is a key component to making the plan beneficial to both sides.
LHD Retirement can help you navigate the uncertain waters of:
- Automatic plan features (enrollment and increases),
- Roth contributions
- Employer matching formulas
- Safe Harbor design considerations
- Participant investment advice programs, and more