Payroll deduction plans are employer programs that offer convenient investing alternatives to employees. They can be used as a stand alone program and/or as a supplemental addition to other organizational sponsored retirement investment plans that an organization might or might not provide to employees.
Payroll deduction plans are AFTER TAX salary reduction plans that are offered through companies and organizations as a convenient method for their employees to fund IRAs, Spousal IRAs, Roth IRAs, Educational IRAs, 529 College Saving Plans, and periodic and systematic long term investing plans.
There is no cost to the employers regarding payroll deduction plans.
The amount of systematic salary reduction for funding these plans is determined exclusively by the employees.
All participation in payroll deduction plans is strictly voluntary.
Participants can start, stop, restart funding as employees elect.
Participants are ALWAYS 100% vested in payroll deduction plans.
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Payroll deduction plans require NO IRS reporting, no discrimination test, no top heavy testing.
Payroll deduction plans do not interfere with other existing or potentially existing company or organization retirement type plans.
Employers can elect to have one, some or many families of mutual funds, variable annuities as the funding vehicles for these IRAs, Spousal IRAs, Roth IRAs, Educational IRAs, 529 College Savings Plans, custodial accounts and long term investment plans.
Participants exclusively decide on the investment selection and allocation with their own these IRAs, Spousal IRAs, Roth IRAs, Educational IRAs, 529 College Savings Plans, custodial accounts and long term investment plans.
All plan enrollment information and materials is directly provided to potential participants.
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Employers can structure payroll deduction plan or limit plan such that one, some or all employees can voluntarily participate.
IRS or other determined plan(s) eligibility and potential deductibility (IRA) is determined at the time employees enroll in plan(s).
Employees consider these type plans as an employee benefit and a very convenient way to fund their IRAs, Spousal IRAs, Roth IRAs, Educational IRAs, 529 College Savings Plans, custodial accounts and long term investment plans.
Funding the selected plan(s) for participants can be automatically deducted from participant’s checking and or saving account and or can come directly from employer via an after tax salary reduction from each participant’s salary.
All Mutual Funds, Variable Annuities and Variable Life Insurance policies are offered by prospectus ONLY. For complete information including charges and expenses obtain a prospectus, and read it carefully before you invest.
Mutual Fund, Variable Annuity and Variable Life prospectuses are available directly from the issuing companies when product information is requested, and in some cases, they can be downloaded directly on the issuing company's internet website.
The tax deferral characteristic associated with variable annuities is not needed when used in an account that is by definition tax deferred (retirement accounts) and according to some sources variable annuities generally have higher fees and internal expenses than mutual funds.
Systematic and dollar cost averaging within Mutual Funds, Variable Annuities and Variable Life insurance policies does not assure a profit and does not protect against loss in declining markets. It involves continuous investment in securities regardless of fluctuating prices and the investor should consider his or her financial ability to continue purchases through periods of low price levels.
Investing in stocks, bonds, mutual funds and variable annuities does not guarantee a profit. All of these investments can lose money.
Stocks, bonds, mutual funds and variable annuities are not FDIC insured.
