Alliant Wealth Advisors is an "essential business" under Virginia state law and we remain fully operational during the COVID-19 crisis.
To keep our clients, staff and colleagues safe we are currently holding all meetings via video conferencing. And we are alternating a small number of staff in our office while the majority serve you from their home.
Speaking of our office. Our headquarters in Prince William will relocate to the Signal Hill Professional Center at 9161 Liberia Avenue, Suite 100, Manassas, VA 20110 effective Monday, April 20, 2020.
Whether we are virtual or in person, we are here for you. Please keep safe.
Best Regards,
John Frisch, CPA/PFS, CFP®, AIF®, PPC®
President
The numbers have been released and they are big! The U.S. Department of Labor disclosed that 67 percent of the private employee benefits plans that its Employee Benefits Security Administration (EBSA) investigated in fiscal year 2020 resulted in significant monetary awards, mandatory new plan procedures, removal of plan fiduciaries, and even indictments.
The numbers have been released and they are big! The U.S. Department of Labor disclosed that 67 percent of the private employee benefits plans that its Employee Benefits Security Administration (EBSA) investigated in fiscal year 2020 resulted in significant monetary awards, mandatory new plan procedures, removal of plan fiduciaries, and even indictments.
There are many frightening things in the world but reviewing 401(k) plan fees doesn’t need to be one of them. During the month of October, employers sponsoring 401(k) plans may think it whimsical to look at the eerie ghosts, goblins and witches decorating public spaces but shiver at the specter of the U.S. Department of Labor and its strict requirement that 401(k) fees be reasonable.
Participants value “extreme” 401(k) plans, according to another survey, this one undertaken by American Century Investments. What is an extreme plan and how does it benefit plan participants and sponsors? And is an extreme plan one that employers can easily adopt?
As a 401(k) sponsor, how would you describe the health of your company retirement plan today? Is it thriving, seriously ill or somewhere in between?
Time is running out. Half of 2020 is over, and there are important portions of the SECURE Act that affect 401(k) sponsors . . . now! Much of the SECURE Act took effect January 1, but many employers – overwhelmed as they reinvent business operations in response to COVID-19 – have been unable to focus on the ways the SECURE Act changes 401(k) plan management. The checklist below presents the most essential SECURE Act provisions that sponsors need to know . . . now.
They’ll be arriving soon: IRS Forms 5500 to employers for review and signature, if they sponsor a 401k plan with a December 31 year-end. While Third Party Administrators (TPAs) prepare the form and often submit it on behalf of employers, it is the sponsors who are plan fiduciaries and responsible for accurate and timely filing of the Form 5500.
Getting back to the basics during difficult times can lay the groundwork for future success. This holds true for employers grappling with the workforce consequences of COVID-19.
As COVID-19 upends business operations, it is changing 401(k) plan management. Plan sponsors face new responsibilities and urgent situations. Below is a checklist of tasks and issues for consideration, with recommendations of service providers whose assistance employers may seek.
