Medium and large employer plans

Plans can become very confusing if you are trying to navigate the market without an expert on your side.  We are not perfect by any means but we can be your partner.  Here is a (according the IRS) “what you should know about your retirement plan“.  Enjoy the read or just call us.

401(k) plans link on the IRS website is also a good place to find important information.  Click here.

Just please keep in mind that almost all our vendors are more than willing to FLOOD our doors with marketing material galore we could pass on at any time!  Just ask!

The new era, the “target date fund” is basically depicted in the following paragraph.

If the thoughts of rebalancing is too stressful or you simply dont want to take on the responsibility, consider investing in a target date fund.  The asset allocation in the target date fund grows more conservative as you approach retirement, and rebalancing is done for you.*

We believe that these holdings do certainly need to be a part of an overall 401k strategy but we also understand that some consumers want choice as well.  We offer both and in unique ways.

We also offer several firms products that offer a “guaranteed” bucket in their allocation choices or options as well.


Simplified Employee Pension (SEP) plans can provide a products for an employer to set aside money for themselves and their employees.  A SEP does not have the start-up and operating costs of a conventional retirement plan and allows for a contribution of up to 25 percent of each employee’s pay.  Here is a short list of details:

  • Easy to set up and operate
  • Low administrative costs
  • Flexible annual contributions
  • Employer must contribute equally for all

Executive compensation has evolved dramatically in recent years, in creativity, complexity, and dollar value. Stock options, deferred compensation, fringe benefits, and other “non-cash” alternative forms of compensation are becoming increasingly popular and making up larger and larger parts of executives’ overall compensation packages.

There are multi-faceted tax implications for all forms of executive compensation: income and employment tax issues for the employers who pay the compensation and the executive employees who receive it. In addition to the increasing use of non-cash compensation, the use of partnerships and trusts (both domestic and offshore) in the handling of compensation is increasing. These factors add considerable complexity in determining current and future year tax liabilities for executives and their employers.*

For more information from the IRS click here.  *Source:

We will include more marketing information for you soon!  Please stay tuned.


Curabitur non nulla sit amet nisl tempus convallis quis ac lectus.


Head Office