A business retirement plan is one of the best tax shelters and a competitive hiring tool.

A well-designed and managed retirement plan is one of the most sought-after employee benefits and one that will help you attract and retain qualified people. At the same time, a retirement plan can provide you, as the employer, with tax benefits that enable you to make the most of your business's assets.

Choosing the right plan for your business depends on many factors: your goals for establishing a plan, the size of the annual plan contributions you can comfortably commit to, and a wide range of specific issues related to your company.

Pensionalysis, Incorporated
can accommodate the unique goals and needs of your business by offering a broad range of innovative retirement plans and services. This page provides an overview of the types of plans available. Specific design options and consultation can be obtained by sending E-Mail to

Eligibility Requirements Qualified Plans generally must allow employees to become Participants after completing one year of service. For more information on eligibility and participation. Click here

Integration Retirement Plans are allowed, to a limited extent, to skew contributions or benefits in favor of the more highly compensated employees. The IRS allows this because Social Security Benefits are only based on compensation below the Taxable Wage Base. For more information about Integration.

Participant Loans Participants can be allowed to borrow for any purpose under all the above plans. There are various rules regarding interest rates, repayment schedules and loan limits. Some loan specifics.

Vesting Vesting is used as a tool to retain employees. Generally, an employee must become fully vested after seven years of employment. Depending on benefits and eligibility requirements, the period an employee must vest may be shortened.

Types of Plans
Retirement Plans are generally categorized as defined contribution plans or defined benefit plans.

Under defined contribution plans, contributions are generally made as a percentage of compensation. Participants' retirement benefits are based on the amount of the contributions and the investment performance of the assets.

Under defined benefit plans, contributions are based on actuarial factors, compensation, age and years of service for each employee. Benefits are generally defined to be a percentage of compensation to be provided for life after retirement age is reached.

Profit-Sharing (PS) Plans are well suited for businesses with uncertain or fluctuating profits. In addition to the flexibility in deciding the amounts of the contributions, a Profit-Sharing Plan can include options such as service requirements, vesting schedules and plan loans that are not available under SEPs. Contributions may range from 0% to 25% of eligible employees compensation. The maximum contribution a participationary reach each year is $44,000. Generally, a Trustee is named to direct the investment of the Plan assets, though participants can be allowed to invest their own account.


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