Which Design is Best for Your Team?
We’re excited to meet with you via Zoom to explore which plan design will best fit your team’s needs. Here’s some helpful information to guide our conversation.
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:
-
3% contribution to everyone with immediate vesting
-
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%
-
4% to savers as a match with immediate vesting
- 100% Match on first 4%
- Employee saves 4%, then Employer contributes 4%
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?
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.
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.