QBI specializes in customized design and efficient implementation of retirement plans. Our consultants, skilled actuarial and research teams, prepare proposals specific to our clients’ needs and we help you understand the important consideration involved in establishing a total retirement program. We draft all plan documents and forms and complete all the required steps to secure Internal Revenue Service (IRS) qualification for your plan. We invite you to partner with us to build a highly competitive, world class retirement plan. QBI designs and administers a wide array of retirement plan solutions based on specific business needs, including:
A 401(k) plan is a defined contribution (DC) plan, typically a profit sharing plan that contains a cash or deferred arrangement as described in section 401(k) of the Internal Revenue Code. A cash or deferred arrangement is simply one that allows plan participants to elect to defer a portion of compensation, their elective deferrals, and have it contributed to the plan on their behalf, typically through payroll withholding.In addition to making elective contributions, the employer may contribute to the plan by matching all, or a portion, of the elective deferrals or by making non-elective, or profit sharing, contributions to all eligible participants.
403(b) plans are similar to 401(k) plans but are governed by section 403(b) of the Internal Revenue Code. These plans may, or may not, be subject to ERISA, depending on the involvement of the employer in the plan’s operation.403(b) plans may only be adopted by certain eligible employers. Those employers include 501(c)(3) organizations, educational organizations and states (including political subdivisions or state agencies).
A 457 plan is a type of nonqualified, tax advantaged deferred-compensation retirement plan that is available for governmental and certain non-governmental employers in the US. It allows employees to defer income taxation on retirement savings into future years.
A profit sharing plan is a type of Defined Contribution plan that is not a pension plan. The employer’s contribution to a profit sharing plan is not required to be fixed, nor does it need to be tied to profits. While a plan may have a definite contribution formula, many profit sharing plans use a discretionary formula by which the employer determines each year how much to contribute. Allocations of contribution may be defined in a variety of ways: pro rata to all participants based on compensation, integrated with Social Security, based on a points system or “cross-tested” based on participant allocation groups, just to name a few. Both for-profit and not-for-profit organizations may adopt profit sharing plans.
A Defined Benefit plan is a pension plan that does not maintain account balances to reflect the accrued benefits of the plan participants. As a pension plan, a Defined Benefit plan must define the benefit formula and how benefits are accrued under that formula. The benefits are not stated as an account balance for each participant, but rather as an annuity payable to the participant beginning at the plan's specified retirement age.
A Cash Balance plan is a Defined Benefit plan that describes a participant’s accrued benefit as a hypothetical account balance or a single-sum amount. The term "cash balance" is used to distinguish this type of defined benefit plan from a "traditional" defined benefit plan (see description above). Generally, rules that are applicable to defined benefit plans are applied in the same manner to cash balance plans. However, because of the hypothetical account balances, cash balance plan accrued benefits can be reported in a manner more similar to a defined contribution plan.
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