We are pleased to announce that the SECURE 2.0 Act mandatory and discretionary amendments are now available for implementation. As part of our commitment to keeping your retirement plan compliant and optimized, our firm will begin the proactive process of amending all client plans to reflect these legislative changes. What is the SECURE 2.0 Amendment? The SECURE 2.0 Act, signed into law to expand retirement coverage and increase savings, requires formal plan document updates to align with new federal regulations.

Revenue Procedure 2026-4  The IRS has increased the fees it charges for certain retirement plan filings, effective January 1, 2026. These fees apply when employers request IRS approval or correction of retirement plan issues. Most notably, the IRS raised the Voluntary Correction Program (VCP) fees, which are used when an employer voluntarily fixes plan mistakes. At every filing level, the IRS fee increased by $500. Fees for some other IRS retirement plan requests, such as determination letters, also went up. One exception is that the fee for multiple employer plan (MEP) determination letters did not change. What this means for plan sponsors:​

What are the top heavy rules? In general, a defined contribution plan (i.e. 401(k), profit sharing, money purchase, etc.) is considered to be top heavy when more than 60% of plan assets are attributable to "key employees" as of the "determination date". Top heavy plans are subject to certain minimum contribution and vesting requirements. Who are key employees? A key employee is an employee who at any time during the plan year: Owned more than 5% of the company* Owned

Plan Compensation – Not So Simple! At face value, it seems like "compensation" would be one of the simplest issues to deal with in a retirement plan, but it is actually one of the most complex. Understanding what compensation is "plan eligible" is one of the biggest headaches for plan sponsors and an area in which plan sponsors often make mistakes. If you just think about all of the different forms of compensation you pay your employees (i.e. bonuses, commissions,

IRS Provides Welcome Relief for Plan Sponsors! Mistakes happen! It is inevitable because the rules governing retirement plans are complex and always changing. The IRS Employee Plans Correction Resolution System (EPCRS) has done wonders in allowing plan sponsors to correct mistakes, often without seeking approval from the IRS, and avoid costly sanctions and fines. On March 27, 2015 the IRS released Rev. Proc. 2015-27 which was immediately followed by the release of Rev. Proc. 2015-28 on April 2, 2015. Collectively,