Dunbar, Bender & Zapf, Inc. assists employers in the design, implementation and administration of a wide range of retirement plans. We are committed to providing these services to our clients in a timely, accurate and cost-effective manner.
Our benefit professionals are dedicated to helping employers implement retirement plans that promote their goals and objectives, control costs and give their employees a sense of security. Our consultants will work with you to decide which type of retirement plan best meets your needs.
Traditional Defined Benefit Plan
A traditional defined benefit plan allows employers to maximize annual contributions thereby increasing retirement savings while lowering income tax liability. Under a traditional defined benefit plan, a fixed benefit is promised by the employer based on a specified formula.
Cash Balance Plan
A cash balance plan is a type of defined benefit plan that resembles a defined contribution plan. Although a hypothetical “account balance” is maintained for each participant in the plan, no separate investment account is actually maintained.
Roth 401(k) Plan
A Roth 401(k) Plan allows plan participants to make employee contributions on an after-tax basis providing for a tax-free distribution, including earnings. Unlike Roth IRAs, Roth contributions to a 401(k) plan have the same limit as pre-tax deferrals regardless of income.
401(k) Safe Harbor Plan
In order to avoid the implications of failed ADP and top-heavy testing, the IRS allows for the use of Safe Harbor contributions. Safe Harbor contributions may be made in the form of a non-elective contribution or a matching contribution.
Auto Enrollment Plan
An automatic contribution arrangement (also known as automatic enrollment) is a feature in a retirement plan that allows an employer to enroll an eligible employee in the employer’s plan at a specified percentage of pay unless the employee affirmatively elects otherwise. Employers may also provide for automatic increases to the initial automatic enrollment percentage annually.
Profit Sharing Plans allocate employer contributions called employer non-elective contributions or employer discretionary contributions to all eligible participants, and unlike matching contributions, are not contingent upon employee deferrals.
Also referred to as a tax-sheltered annuity (TSA) plan, a 403(b) Plan is offered to specific employees of tax-exempt organizations, public schools and church organizations. 403(b) Plans allow employees to defer a percentage of their pay either pre-tax or occasionally after-tax. Employer matching or nonelective contributions may also be permitted.
Employee Stock Ownership Plan (ESOP)
ESOP plans are designed primarily to invest in qualifying employer securities. Similar to a profit sharing plan, an ESOP provides a company’s workforce with ownership shares of a company in lieu of cash contributions.
New Comparability Plan
New comparability plans, sometimes referred to as “cross-tested plans,” are usually profit sharing plans that are tested for nondiscrimination as though they were defined benefit plans. By doing so, certain employees may receive much higher allocations than would be permitted by standard nondiscrimination testing.
Prevailing Wage / Davis Bacon
Prevailing Wage / Davis Bacon Plans are IRS Approved Retirement Programs that are designated for open shop contractors who work on Davis-Bacon, State Prevailing Wage Jobs or Service Contracts.
Pennsylvania Municipal Plans
Pennsylvania Municipal Retirement Plans are defined benefit and defined contribution plans designed for Pennsylvania’s local government including cities, townships, boroughs and municipal authorities.