Our Services

Advantages of Adopting A Qualified Retirement Plan

  • Employers attract better, more talented employees through incentive programs such as a qualified retirement plan.

  • Tax on employee contributions is deferred until distributed

  • Investment gains are not taxed until distributed

  • Tax deductible contributions

  • Plan benefits are protected under ERISA from creditors

    • All Our Services

    Plan Administration

    Tru-Retirement is a full service Third Party Administrator (TPA), which means we perform all aspects of plan administration. Some TPAs pass certain tasks onto their clients to complete, we don’t. Our services are personalized and comprehensive. Great plan administration keeps your plan in compliance and helps to ensure that your retirement plan(s) are working as they should.

    Proposal

    We’re happy to customize a retirement plan for your business. To get started, simply click “Request For Proposal” below.

    Custom Plan Design

    We don’t subscribe to the “one-size fits all approach.” Conversely, we custom design employer sponsored retirement plans for businesses entities of and all types and sizes. Our approach is simple: We are committed to delivering personalized, meaningful and measurable results.

    Plan Compliance

    Qualified Retirement Plans are subject to various rules and regulations. These regulations are comprehensive and technical in nature; so, it’s important to retain highly skilled professionals to ensure your Plan maintains compliance. Our pension and actuarial professionals are licensed and have extensive experience of the rules and regulations pertaining to Qualified Retirement Plans.

    Would you like more info on our services?

    Contact Us

    Our plans

    401k Plan

    A 401k allows employees to make pre-tax contributions through payroll deduction. This plan type can be designed in many ways; for example, it can be designed as a Traditional 401(k), Safe Harbor 401(k) or SIMPLE 401(k). This plan can also be designed to include employer matching and/or employer discretionary contributions.

    The Traditional 401(k) Plan allows an employer to match employee contributions. The employer match can be designed as a fixed percentage/dollar amount or as a discretionary match. Employer matching contributions can also be subject to a vesting schedule.

    The Safe Harbor 401(k) and SIMPLE 401(k) Plans have prerequisites which require the employer to match employee contributions (up to a specified percentage) or to make an employer non-elective contribution on behalf of the plan’s participants. 

    401(k) Plans can be offered in combination with a Profit Sharing component. 

    Cash Balance Plan​

    Cash Balance Plans are a type of qualified retirement plan that can allow business owners and highly compensated employees to accelerate savings and maximize tax deductions. 

    Profit Sharing Plan

    A Profit Sharing Plan is a way for an employer can choose to contribute some of their profits (hence its name) to employees. Moreover, under a Profit Sharing plan the employer’s contributions are discretionary; thus, each year the employer can choose to make a discretionary, and can, but are not required to base its contributions on company profits. This plan provides the employer with the flexibility to make discretionary contributions or to suspend contributions in a particular year. and Moreover, In addition, contributions and Investment earnings thereon accumulate on a tax-deferred basis until withdrawn.

    A Profit-Sharing Plan can include other features such as a 401(k) component and/or it can be offered in combination with a Defined Benefit Plan.

    Defined Benefit Pension Plan

    Allowing  business owners to fund much higher contributions than permitted in 401(k) and Profit Sharing Plans. Many companies chose to go with a cash balance plans, Defined Benefit Plans are still a great option. 

    Money Purchase Plans

    A Money Purchase Plan is an employer funded plan; thus, employers are required to make annual contributions according to a fixed formula, i.e., 10% of pay.

    Scroll to Top