With student loan debt reaching astronomical numbers, employers are increasingly looking for ways to add student loan assistance programs to their benefits packages. While current student loan repayment programs can relieve financial stress, they do not offer tax benefits to employees. However, a recent IRS Private Letter Ruling allowing a major pharmaceutical company to add loan repayment benefits to its 401(k) plan has sparked interest in this approach. See how you may be able to design a solution that aligns with the IRS ruling here. Adding student loan repayment to a qualified plan is not the right solution for everyone. If you are considering this enhancement, contact Innovative to discuss your specific situation and objectives.

For plan sponsors, running a 401(k) plan can be complex and time consuming. Some plan sponsors hire outside advisors to help the plan stay compliant with IRS and ERISA laws. It is crucial to understand the difference between hiring a broker versus hiring a fiduciary. Each has a unique set of regulatory standards governing their behavior which can affect the range and quality of services offered to the plan. Below are a few key differences between brokers and fiduciaries: Standard of Care: Brokers: Are held to a suitability standard. Under this standard, brokers can only recommend investments that they reasonably believe are appropriate for the given situation. Fiduciary advisors: Are held to stricter rules, known as the fiduciary standard of care. This standard legally requires the investment representative to act in the best interest of the investor. The fiduciary duty is the highest standard of care under American law1. Commissions…

As the calendar year draws to a close, older plan participants may have to consider taking a required minimum distribution (RMD) from their qualified retirement plan. A required minimum distribution is a withdrawal from a qualified retirement plan for participants who have reached the age of 70½. While many qualified plans have services to notify participants that they have to take an RMD, it is important for plan sponsors to understand the mechanics and rules governing required minimum distributions. How is an RMD Calculated? An individual’s RMD is normally calculated using the “Uniform Lifetime Table,” which is an IRS chart that assigns a “Life Expectancy Factor” to each age. The previous 12/31 balance is divided by the “Life Expectancy Factor” to calculate the required minimum distribution. Other tables are used if either: The spouse is the sole beneficiary and they are more than 10 years younger than the participant. OR…

An existing client had experienced problems with their 401(k) plan audit for several consecutive years due to internal operational issues. The client requested our help in determining whether they should spend the money for a 3(16) service to help improve efficiencies and eliminate some of the operational errors they were experiencing. See how Innovative helped the client determine if it was the right strategy, move to the 3(16) and reduce their costs and audit error rate. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

Our firm was founded on the principles of integrity, professionalism and exceptional client service. We are also deeply committed to continuous improvement. Our dedication to doing what is best for you, our clients, prompted us to engage CEFEX, the Centre for Fiduciary Excellence, LLC to audit our processes. In June of 2019, we contacted the CEFEX organization and requested an independent analyst provide us with a comprehensive independent review.  The process was rigorous and their assessment took months to complete. Now, after going through the audit and carefully evaluating our procedures, we are proud to share with you that Innovative Benefit Planning is a CEFEX certified Investment Advisor. This certification signifies our commitment to uphold the highest level of fiduciary care and that has a direct impact on you, your plan and your employees. As a plan sponsor, the Department of Labor (DOL) identifies the following as your fiduciary responsibilities:…

A new client engaged Innovative after they decided to transfer their current plan to a new service provider. After our initial investment review, we noticed there was an existing Stable Value Fund, which was subject to a market value adjustment (MVA). When an MVA is being applied, a complete fund liquidation may result in a loss to the plan and participants. See how Innovative helped our client in moving their assets with no loss to the participants. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

Does your organization’s retirement plan frequently refund money to highly compensated employees (HCE)? Do you want to provide a great incentive to your employees to save for retirement and perhaps allow them to retire earlier? Would the owners and highly compensated employees like to save more of their own money? Do your key employees own a significant portion of plan assets? These are among the common reasons a company might implement a Safe Harbor contribution feature for their retirement plan. If a company agrees to make a Safe Harbor contribution to their retirement plan, then the plan is exempt from nondiscrimination testing for the plan year. These include: Average Deferral Percentage tests, Average Contribution Percentage tests, and Top Heavy tests. Depending on your company, it might be wise, for several reasons, to avoid these tests and the actions required from failing them. There are several contribution calculation methods that qualify…

As an organization offering a retirement plan to their employees, plan sponsors are faced with decisions that can affect the entire organization.  The plan design, investment line-up, and who the recordkeeper will be are typical for all plans. Beyond these standard decisions, there is the issue of knowing and understanding the ERISA laws that govern retirement plans. Depending on the complexity of your organization and business, not every advisor has the background to help. Plan decision makers usually have other job responsibilities that can divert their attention, yet since they are considered fiduciaries of the plan, decision makers must act in the best interest of the plan participants and their beneficiaries.  How can they if they don’t know what the standards are?  The same is true of advisors.  Not all are well versed in ERISA law, which is complex and sometimes difficult to interpret. Hiring the right plan advisor can…

A new client engaged Innovative to transfer their current plan to a new service provider. During the course of our detailed review, we discovered that certain employees had annuity contracts with death benefits that exceeded the value of their plan investments. If the client executed the transfer, these participants would have lost those benefits, which is a violation of ERISA laws. See how Innovative helped our client navigate their retirement plan transition to a new service provider and avoided a potential ERISA violation. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

See how Innovative helped our client from running afoul of the Affiliated Service group rules and saved the client from potential serious regulation issues. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

See how Innovative helped one client generate significant tax savings for their company. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.                               Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

Roth contributions can provide significant benefits to retirement plans for both participants and plan sponsors alike. But what does Roth mean? Unlike pre-tax, Roth refers to post-tax dollars, meaning the money has already been taxed when it goes into a participant’s account. They are beneficial to participants because qualified Roth distributions are taken tax free. Plan sponsors benefit from the after tax feature because it offers flexibility in how participants can save which improves employee retention, particularly with younger employees. 63% of 401(k) plans in the United States offer a Roth feature for participants within the plan3 . Plan sponsors that offer a Roth option allow their participants to perform tax diversification. Simply put, participants can be more flexible with how they save for retirement. Tax diversification refers to the allocation of an individual’s investments into different account types based on their tax characteristics1. This flexibility in saving will help…

According to the recent Jobvite’s Recruiter Nation Survey, after Healthcare, 401(k)s are considered the most valuable benefit to recruit and retain employees. Providing retirement benefits to your employees, such as 401(k) plans, is an important step in recruiting, retaining and promoting employee wellness.   Recruitment and retention: Recent trends demonstrate that recruiting for new employees is becoming more competitive. According to the 2018 Recruiter Nation Survey, 74% of recruiters believe hiring will become more competitive over the next year1. As employee recruitment becomes more competitive, it is up to the hiring organizations to set themselves apart from the pack to attract the best talent. Offering a 401(k) plan demonstrates that an organization is invested in the long-term outlook of its employees and of the organization.   Morale Boost: Providing a 401(k) to employees improves employee morale by reducing financial stress. A Study Conducted by the Social Market Foundation revealed that…

See how Innovative's experience with reviewing "Retirement Plan Relationships" helped one client in negotiating lower administrative fees, increased services for the plan sponsor and streamlined administrative functions. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

In recent years, plan sponsors have increased the inclusion of Target Date Retirement funds in their investment fund lineup. In fact, J.P. Morgan estimates that 88% of new retirement plan contributions are expected to flow into Target Date Funds by end of this year1.  Here are some of the reasons these types of investments have become so popular: Many investors are unsure about where to start investing when it comes to selecting their allocation. They are faced with questions like “What mix of stocks and bonds should I be invested in?” Target Date funds help participants reduce the stress of having to make choices when creating this mix within their retirement plan lineup. Of course, even one’s decision to use Target Date funds should be re-evaluated regularly to ensure the investment accommodates an individual’s changing needs. The answer is not always simple as to whether you should invest your contributions…

See how Innovative’s strategic planning and Profit-Sharing experience helped our client maximize tax benefits and fund significant plan contributions for their key employees. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.

Innovative's merger and divestiture of plans consulting expertise enabled us to provide complete end -to-end service. See how we helped our client ease their administrative burden and reduce client fees by over 40%. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here. 

See how Innovative's experience with qualified plans helped this client to be compliant with ADP testing. Download full case study here. Let Innovative perform a complimentary review of your plan, contact our retirement planning team here.