Employer-Sponsored Retirement Plan Services
We’re here to help you create a retirement plan that works
efficiently and meets the needs of your company and its employees. Our
services include:
STRATEGIC PLANNING AND DEVELOPMENT
- Design a plan that best meets your objectives
- Address your fiduciary liability exposure and uncover ways to reduce it
- Evaluate your current retirement plan to improve service and find ways to save you money
- Establish guiding principles and objectives for the future
PROVIDER MARKETING AND ANALYSIS
- Provide an unbiased search for the service provider (from more than 200 providers) that best meets your needs
- Develop and process the Request For Proposal (RFP)
- Match your needs with the right record keeper
- Negotiate and finalize terms of your retirement plan program
COMPLETE PLAN IMPLEMENTATION
- Work with the selected provider and record keeper to set up your plan
- Provide coverage for fiduciary liability
- Create an Investment Policy Statement
- Implement a competitive investment line-up
- Conduct on-site enrollment meetings to promote your plan to employees
- Hold individual meetings with your employees to ensure everyone is equipped to participate in the plan
ONGOING MANAGEMENT
- Address fiduciary obligations
- Plan benchmarking against industry standards
- Provide personal financial planning for your employees
- Conduct education meetings during each eligibility period, or as needed
- Provide ongoing legislative updates on the retirement plan industry
- Conduct exit interviews with retiring or terminating
employees to educate them about the options to “stay the course” for a
secure financial future
- Help with your year-end compliance and data collection processes
- Evaluate provider performance to ensure they continue to meet your needs
- Review plan design to ensure that it remains in-line with your objectives
- Monitor and evaluate the investment line-up on an ongoing basis
At Oswald Financial, Inc. Retirement Plan Services, we work with a
variety of retirement plans. Each of our client's situations is
different, so we create customized retirement plan solutions for their
specific needs. Below are some of the retirement plan types we design,
implement, and service:
- 401(k)
- Profit Sharing
- Solo K
- 403(b)
- 457
- SEP
- SIMPLE IRA
- SIMPLE 401(k)
- ESOP
- Defined Benefit
- Deferred Compensation
- Money Purchased
- 419
- 412i
- Paperless 401(k)
Let us show you the value Oswald Financial, Inc. can bring to your organization's retirement plan.
frequently asked questions
How often should companies review their 401(k) plans?
Over the past decade, Congress has burdened plan sponsors with an
overwhelming amount of legislation. In addition, stock market
volatility, the possibility of legal action by disgruntled plan
participants, the role of the retirement plan in attracting and
retaining key employees, and other factors make it necessary for
companies to continually review their retirement offerings.
How do I evaluate my existing 401(k) plans and provider?
As part of our comprehensive fee-based consulting services, Oswald
Financial, Inc. (OFI) will provide a compete analysis of your company’s
retirement plans, with the ultimate goal of minimizing the amount of
confusion, frustration and time needed to select the ideal 401(k)
provider. The comprehensive plan review includes: expert analysis of
all retirement plans; benchmarking of plan design, utilization,
investments and total costs; flagging areas of potential risk related
to fiduciary responsibilities, plan operation and employee
communication; review of investment due diligence procedures and
supporting documentation; review of executive compensation solutions
and investment options for individuals; and more. This analysis can be
useful as a benchmark for your existing 401(k) plans or as part of a
M&A due diligence package. Note that OFI differs from other
retirement plan consultants in that we are not captive to any one
service provider.
Can’t I just review the standard proposals provided by vendors?
You can. But you’ll need considerable time and perseverance. And you
still won’t have enough information to determine administrative,
recordkeeping, compliance and employee communications services and
standards. Nor will you have a clear idea of total plan costs.