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Case Study 1: Small Firm, Perfect Plan

Situation: In business for two years, the owner recognized the need to start saving for retirement.

Challenge: His employees were not interested in saving.

Solution: An unconventional 401(k) Safe Harbor Plan with Employer Match enabled the owner to defer up to $25,000 of his salary into the 401(k) plan. Our unique matching design maximized his total benefit at $62,000 while spending less than $5,000 on the employees interested in saving. More than 93 percent of all dollars contributed into this plan goes to the owner.

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Case Study 2: Senior and Junior, The Partnership Plan

Situation: This firm had two partners, one of whom was more senior than the other.

Challenge: The partners wanted a plan that didn’t commit them to making contributions, provided strong benefits to the partners according to their seniority, and didn’t “break the bank” on costs for the rest of the staff.

Solution: A Traditional 401(k) Plan with a New Comparability Profit Sharing feature. This design provided the senior partner with the full $62,000 of contributions, the junior partner with a $20,000 profit-sharing contribution, and only cost the partnership less than five percent of salary for the staff.

Bonus: If at a later date the junior partner wants to receive a larger contribution, the plan is flexible enough to accommodate the change without a plan amendment.

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Case Study 3: Prescription for Success

Situation: Four high-wage earners in a medical practice.

Challenge: The physicians were looking for ways to defer money in excess of the $62,000 permitted under a 401(k) / Profit Sharing Program.

Solution: A “combo” retirement program that incorporated a 401(k) / profit sharing feature and a cash balance component. The addition of the Variable Cash Balance Plan increased the physicians’ tax-deductible contributions to over $160,000 each. The owners are now able to collectively shelter over $1,000,000 for themselves and receive over 95 percent of all dollars going into the Plan.

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