COVID-19 Update

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®


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Service Providers and the Coronavirus

Serious times make clear the value of 401(k) providers that offer the highest level of service.  Amidst the coronavirus, market volatility created by investors reacting to the now-named pandemic reminds plan sponsors how important is their plan’s financial advisor.

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Are You Well Served?

Employers sponsoring 401(k) plans depend on their service providers to help them offer a better retirement plan and operate their plan compliantly under ERISA.  To assist, we describe below the basic responsibilities of key plan providers as well as additional services employers may seek to enhance their participants’ experience and ease their plan operations.

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Avoiding Noncompliance “Traps” Under the SECURE Act

The recently passed SECURE Act offers provisions that benefit employers sponsoring 401(k) plans and their employees, all with the goal of helping more Americans enjoy financial security in retirement.  However, sponsors must be ever vigilant to avoid the “trap” of noncompliance, as the SECURE Act creates significantly stiffer penalties for failure to meet certain filing and notification requirements.

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2020 A Time to Focus on SECURE Act Incentives

Aptly named the SECURE Act, a law passed by Congress in the waning days of 2019 seeks to help Americans enjoy greater financial security in retirement.  The Act contains a wide-ranging set of provisions.  While some await the development of implementing regulation, others are immediately available for employers’ consideration and offer benefits for both their organizations and employees.

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Four Essential Tips to Simplify Year-End Plan Administration

November . . . December . . . January . . . these are busy months for 401(k) sponsors whose plans have a December 31 year-end.  With forethought, there’s the opportunity during this busy time to ease plan administration and avoid errors.  Before you’re too far into November, consider four areas where a little effort now could reduce frustration down the road.

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Know Your Safe Harbor Plan Design Options, Part 2

For employers that choose to operate 401(k) Safe Harbor Plans to encourage all employees to enjoy the tax advantages available to contributing participants, we shared two Safe Harbor Plan design options and their benefits in a previous blog. Today we’ll look at a third Safe Harbor Plan design that provides additional benefits to employers and encourages greater participation and deferrals (contributions) on the part of plan participants.

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