Investor Education | Putting an auto-enrollment plan in gear

It is well known that a 401(k) plan can be a "win-win" situation for employees and employers. Just look.

  • For employees: You can defer up to $18,000 of salary to your account in 2017 ($24,000 if you are age 50 or older) in addition to "matching" employer contributions. Contributions may grow without any tax erosion until they are withdrawn.
  • For employers: A 401(k) plan may not be as costly to fund as most traditional pension or profit-sharing plans. It can also be an effective way to attract and retain valuable employees.

But 401(k) plans are subject to strict nondiscrimination testing. If your company's plan does not measure up, certain highly compensated employees (HCEs) might be penalized. This may occur if you do not have a sufficient number of non-HCEs participating in the plan.

Fortunately, a relatively simple solution is available. Your company can use an automatic-enrollment plan designed to encourage a higher level of participation among non-HCEs.

How it works: Usually, an employee must proactively elect to participate in a 401(k) plan. An automatic-enrollment plan takes a different approach. If employees do not make any election, they are considered to be participants. In other words, you have to choose to opt out of the plan—not the other way around.

With an automatic-enrollment plan, it is likely that a higher percentage of non-HCEs will participate than they would with a traditional plan. Under a safe harbor rule, your company can provide minimum contributions on behalf of these employees equal to 7% of compensation.

This change may be sufficient to satisfy the nondiscrimination tests on behalf of HCEs. Also, non-HCEs who are currently reluctant or passive about enrolling in a 401(k) plan may benefit in the future. These "forced savings" can help such employees build a retirement nest egg.

A plan provider, third-party administrator or consultant can help with the changes needed to install this feature. For example, participation may become automatic after one year of service. Typically, the plan will provide low-risk default investments divided among diversified mutual funds. Of course, employees are free to make other investment choices.

But the automatic-enrollment feature is not without potential drawbacks. For instance, the company may set a relatively low default rate to encourage contributions. If you do nothing, you might ride along with that rate for years while you could, and possibly should, be saving more for retirement. Similarly, if you simply accept the investment choices established as the default, you may not be optimizing your earnings.

Practical approach: With professional guidance, you can make informed decisions that take your personal circumstances into account, even if your 401(k) plan uses an automaticenrollment feature. Do not hesitate to ask for assistance.

This newsletter/advertisement is produced for our clients, friends and associates through an arrangement with WPI Communications, Inc. for the representatives’ use. Although the editorial content is professionally researched, written and edited, neither our firm nor any of its agents, representatives or associates make any representations regarding the accuracy of the content or its applicability to your situation. The information in this communication is not intended as tax or legal advice. In accordance with IRS Circular 230, the information provided herein may not be relied on for purposes of avoiding any federal tax penalties. Any tax advice contained in the body of this material was not intended or written to be used, and cannot be used, by the recipient for the purpose of 1) avoiding penalties that may be imposed under the Internal Revenue Code or applicable state or local tax law provisions, or 2) promoting, marketing or recommending to another party any transaction or matter addressed herein. You are encouraged to seek tax or legal advice from an independent advisor.

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