Living longer - bonus or liability?
Life expectancy is increasing dramatically in America, putting pressure on retirement funding. If the traditional three-legged stool (government-individual-employer) needs lengthening, employers will feel the burden.
Employers need to manage their commitment to employee retirement income security more effectively. That starts with a thorough and ongoing analysis of basic sponsored programs like 401(k) and Roth plans. It continues with exploration of supplemental and voluntary facilitated plans that will fill gaps and help assure employees they have found the right employer for their future.
Has your management team been shortchanged?
Your senior management, executive team, and other key employees have the longest life expectancy. With qualified plans alone they face retirement income shortfalls and lifestyle downsizing. Expanding your support will more effectively align their personal financial goals with your corporate financial goals.
- You can provide nominal-cost education programs to help them make more informed financial decisions toward becoming retirement self-sufficient.
- You can consider nonqualified deferred compensation plans, constructed properly to meet recent regulatory requirements and achieve corporate cost recovery.
- You can support them with company access to insurance-based investing–personally owned Roth alternatives, offering of tax-deferred accumulation and tax-free access to funds.
How can employees depend on the company?
For the moment, 401(k) and related plans remain an effective retirement income funding structure for most employees. But matching performance with longevity gains requires independent objective analysis.
- Plan design
- Participant communication
- Administration and management fees
Our mission is to help fill those gaps for employers and employees with knowledge, experience, and insight to optimize retirement planning success.