You are an employer that cares about its employees.

You offer a competitive benefits program, but the time and resources to maintain them adds up to a lot of nonproductive hours and expense.

Are you an employer that would rather not be researching, approving and monitoring the investments or be the go-to person who is legally responsible for your retirement plan?

Under the SECURE Act, President Trump signed an executive order expanding access to workplace retirement plans, paving the way for what used to be called Open MEPs. PEP’s as they are now called, offer fewer compliance and administrative burdens at a lower cost than most single employer plans. For plans with 100 participants or more, the PEP eliminates the individual plan audit while keeping your plan assets separately accounted and reported, minimizing fiduciary liability and simplifying plan administration.

What is a plan sponsor left responsible to do?

  • choose plan features,

  • remit contributions

  • maintain employee census

Proponents call PEPs a game changer for the retirement plan industry, like how 401(k) plans transformed the pension landscape over 40 years ago.

All PEPs are not created equal. We’ll walk you through it.