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Want to Join Castle Rock PEP?

We’re excited to meet with you via Zoom to explore how to serve your team’s needs. Here’s some helpful information to guide our conversation.

Did You Miss the 2026 Onboarding Paperwork Party?

Read about what you missed

Don't miss out on all the benefits of joining our Community for the upcoming year.

This isn't just a retirement plan. When you join Castle Rock PEP, you get:

  • Personalized investment advice
  • Free financial planning software
  • Community spotlights to promote your business
  • Human support--from a firm led by a woman who's been advising workplace retirement plans for over two decades

Two Paths to Join Castle Rock PEP

1. Fast-track online plan setup using code CRP401k

You will want to have on hand:

  • Company EIN/Tax ID
  • The company owner(s) names and their ownership percentage
  • The names and job titles of all employees who are lineal relatives of an owner
  • The names and job titles of all highly compensated employees
  • Name and job titles of all company officers

2. Fill Out the Paperwork Listed Here and Upload through its Secure Portal

Don't hesitate to schedule a meeting if you want our assistance.

Choose one of our three most popular safe harbor plan designs. 

All three plans automatically enroll employees after three months of service with a 3% savings rate that increases 1% each year up to 10%. Employees can opt out at any time.

The Employer chooses the contribution amount:

  1. 3% contribution to everyone with immediate vesting

  2. 3.5% to savers as a match with up to two years vesting

    • 100% Match on first 1%, 50% Match on next 5%
    • Employee saves 6%, then Employer contributes 3.5%

  3. 4% to savers as a match with immediate vesting

    • 100% Match on first 4%
    • Employee saves 4%, then Employer contributes 4%
    What to learn more? Check out this Blog post about Safe Harbor plans.

Common Safe Harbor Plan Designs

Below is a chart of common safe harbor plan designs.

 

Employer Contribution

Vesting

Recipients

Automatic Enrollment

Qualified Automatic Contribution Arrangement

3.5% Match

Up to 2 yrs.

Savers

Required

Qualified Automatic Contribution Arrangement Nonelective

3%

Up to 2 yrs.

Eligible employees

Required

Safe Haror Match

4% Match

Immediate

Savers

Required

Safe Harbor Nonelective

3%

Immediate

Eligible employees

Required

Enhanced Safe Harbor Match

4% Match or More

Immediate

Savers

Required

Enhanced Safe Harbor Nonelective

3% or more

Immediate

Eligible employees

Required

 

Remember:

  • Employer contributions are not required
  • Automatic enrollment is required for new plans
  • Avoid state-mandated retirement plans and fines

Are You an HCE and Why Would You Care?

Who qualifies as a Highly Compensated Employee (HCE)?
 

According to IRS guidelines, an HCE typically falls into one of three categories:

1) anyone who owns more than 5% of the company

2) family members of someone who owns more than 5% (including spouse, parents, children, or grandparents), or

3) employees who earned more than $155,000 in the previous calendar year (2024 limit; this amount is subject to annual IRS cost-of-living adjustments). 

The IRS requires 401(k) plans to undergo several compliance—or “nondiscrimination”—tests each year. These tests ensure that all employees, regardless of their compensation level, are treated fairly by the plan. 

Safe harbor plans provide a streamlined path to compliance. By following specific rules on employer contributions, vesting schedules, and employee notifications, safe harbor plans automatically satisfy the IRS’s nondiscrimination testing requirements.

Enjoy Employer Tax Credits for New Plans

The tax credits below are available to companies with 100 or fewer employees and no prior retirement savings plan.

  • $500 for three years

    To add automatic enrollment plan provision.

  • $250 for startup costs in first three years

    Per eligible non-highly compensated employee up to $5,000 each year.

  • $1,000 per employee

    For employer contribution to participants earning up to $100,000. Gradually reduces over five years. See IRS Form 8881.

Form 8881 Credit Estimator (Small Employer Pension Plan)

Estimate startup, auto-enrollment, and military spouse participation credits, then email yourself a copy. For the 2026 plan year onboarding to Castle Rock PEP.
Estimate only – confirm with your tax advisor

Part I — Credit for Small Employer Pension Plan Startup Costs

Used for general eligibility/context.
Multiplied by $250 and compared to $500 (cap $5,000).
51–100 triggers a proportional reduction on employer-contribution credit.
Exclude elective deferrals; exclude employees >$100k wages; special rules if >$1,000 per employee.
Auto-calculated: Lines 2–5, 6e–6g, and Line 8 total

Part II — Small Employer Auto-Enrollment Credit

Part III — Military Spouse Participation Credit

$200 per participant (Line 12).
Capped at $300 per employee.
 

Estimated Credit Summary

 
 
This estimate applies the mechanics shown on IRS Form 8881 lines and percentages; specific eligibility (including "qualified startup costs," employee count rules, and contribution nuances) can affect your result. Consult your tax professional.

Email me my estimate & next steps

 
By submitting, you agree Castle Rock Investment Company may contact you about your plan and the Castle Rock PEP. You can unsubscribe anytime.
Built for Castle Rock PEP • Form 8881 estimator (Rev. Dec 2023). See IRS Form 8881 for details.

 

Built for every business

No business too large or too small.

Quick setup

Get started today with the online plan setup or schedule a PEP talk if you have questions.

Easy to use

We take care of the investments and administration for you.

Customizable

Each business chooses their own plan design.

Our values

Transparency. Honesty. Trust. Creative Solutions.

This is what you can expect when you work with Castle Rock Investment Company.

We believe

You always come first. You will always know what you are paying for when you trust us with your finances. No hidden fees. No commissions.