At Rivard Retirement, we provide a significant level of retirement plan services to help employers design, implement, manage and support a retirement benefit strategy with the goal of providing for the long-term needs of all participating employees.
We pride ourselves in being completely independent of any retirement plan providers or investment firms.
Our Services Cover:
A qualified plan established by employers to which eligible employees may make salary deferral contributions on a post-tax and/or pretax basis. Employers offering a 401(k) plan may make matching or non-elective contributions to the plan on behalf of eligible employees and may also add a profit-sharing feature to the plan.
Safe Harbor 401(k) Plans:
Similar to a traditional 401(k) plan, but the employer is required to make contributions for each employee. The safe harbor 401(k) eases administrative burdens on employers by eliminating some of the complex tax rules ordinarily applied to traditional 401(k) plans.
Profit Sharing Plans:
A defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution.
Cash Balance/Defined Benefit Plans:
A type of pension plan in which an employer/sponsor promises a specified monthly benefit on retirement that is predetermined by a formula based on the employee’s earnings history, tenure of service and age, rather than depending directly on individual investment returns. In a Cash Balance Plan, an employer credits a participant’s account with a set percentage of his or her yearly compensation plus interest charges.
Defined Benefit Plans:
Also known as a traditional pension plan, promises the participant a specified monthly benefit at retirement. Often, the benefit is based on factors such as the participant’s salary, age and the number of years he or she worked for the employer.
Business Succession Planning:
Selling a business, transferring ownership or seeking retirement – planning an exit strategy has implications on employees, business structure, assets, and tax obligations. Before embarking on any exit strategy, it’s imperative that legal counsel and a business evaluation expert be retained. Together with Rivard Retirement a comprehensive exit strategy can then be implemented.
Any type of tax-deferred, employer-sponsored retirement plan that falls outside of employee retirement income security act (ERISA) guidelines. Non-qualified plans are designed to meet specialized retirement needs for key executives and other select employees and are exempt from the discriminatory and top-heavy testing.