Safe harbor, traditional, or Roth 401(k). ERISA testing and payroll deductions handled in-house. You don't need a separate TPA or a second invoice.
Our benefits director designs the plan and our payroll team runs deductions. Our controllers reconcile Form 5500, and the same people handle your plan each cycle.
We help you choose the right plan structure, then manage all the ongoing administration.
Discretionary employer match. Annual ADP/ACP testing required.
Mandatory employer contribution satisfies testing. HCEs max out without restriction.
Sole proprietors, partners, S-corp owners with no W-2 staff (other than spouse).
Four phases of retirement-plan administration, each handled by a specialist on your team.
Select traditional, safe harbor, or owner-only. Configure eligibility, vesting, and match structure. Plan documents drafted + filed correctly on day one.
Employee deferrals and employer match flow directly from payroll, with contribution limits enforced automatically.
ADP/ACP (or safe-harbor satisfaction), top-heavy, 415 limit, 402(g) limit tests. Form 5500 prepared and filed on schedule.
Terminated participants receive distribution options per ERISA. Hardship withdrawals, loans, and rollovers processed with proper withholding.
We cover the full lifecycle of your retirement-plan administration, from plan design to IRS filings.
PLAN DESIGN
Plan design matched to your HCE/NHCE mix and match budget. Document drafted, filed correctly on day one. Vesting schedule, eligibility, and match formula configured per your business goals.
3 structuresTraditional, safe harbor, owner-only
PAYROLL-SYNCED
Deferrals + match flow directly from every payroll run. Contribution limits are enforced in-flight to prevent over-contributions, and census files go to the recordkeeper without a manual handoff.
Every pay runPosted from payroll automatically
NONDISCRIM TESTING
Annual testing handled in-house. Traditional plans get ADP/ACP; safe harbor satisfies automatically. Top-heavy, 415 limits, 402(g) limits: all tracked and tested before filing.
In-houseTesting · no separate TPA
FORM 5500 + RECORDKEEPER
Form 5500 prepared and filed by July 31. We coordinate census and contribution data with your recordkeeper. You get one invoice and one point of contact.
19+ yrOn-time 5500 streak · est. 2007
LIFE EVENTS
Terminated participants receive distribution options per ERISA. Hardship withdrawals, loans, in-service distributions: processed with proper withholding and participant notice.
ERISACompliant distributions · all events
SECURE 2.0 + STATE MANDATES
SECURE 2.0 startup credit scoped (up to $5,000/yr for 3 years). State-mandated retirement program compliance (CalSavers, OregonSaves, Illinois Secure Choice, others) handled via qualified plan alternative.
$5,000/yrStartup credit · 3 years
Deferrals start when employees enroll, the employer match posts automatically, and the recordkeeper receives a census file every run.
Employee deferrals + employer match deducted every payroll run. Contribution limits enforced in-flight.
Enrollment status, vesting progress, distribution events, and beneficiary designations on the employee record.
Census and contribution data from every payroll go to your recordkeeper.
Talk to our benefits director about plan design. Administration, testing, and Form 5500 filing stay in-house, on one invoice.
