401 K Plans For Small Business

401 K Plans For Small Business-28
And there’s some good news on that front: Modern technologies have made complicated, laborious 401(k) contributions a thing of the past.One way to make participating in a 401(k) plan simple for your employees is to choose a payroll provider that integrates directly with a 401(k) plan, like Square Payroll does with Guideline.As you can imagine, building Guideline 401(k) put me through a 401(k) information boot camp.

And there’s some good news on that front: Modern technologies have made complicated, laborious 401(k) contributions a thing of the past.One way to make participating in a 401(k) plan simple for your employees is to choose a payroll provider that integrates directly with a 401(k) plan, like Square Payroll does with Guideline.

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This step helps you keep track of contributions, earnings and losses, plan investments, expenses, and benefit distributions from participants’ accounts.

If you have a plan administrator, they typically help you take care of recordkeeping.

When choosing a plan type, one of the biggest considerations is how you want to prepare for annual nondiscrimination testing that’s designed to make sure plans are just as accessible to entry-level employees — or those with lower compensation levels — as they are to executives.

Plans that require employers to make contributions to employees’ 401(k) accounts tend to have an easier time passing the tests, and may even be exempt from testing if they’re designed properly.

Doing a good job makes the preparation of the plan’s annual reports and business tax returns easy.

As a plan sponsor, you are required to notify all eligible employees and beneficiaries about the 401(k) plan, in addition to any updates to it.

For Square sellers, the integration transfers information from Square Payroll to Guideline, making contributions automatic and eliminating the need to manage employee enrollment and send payroll contribution reports every pay period.

The integration relieves you of many administrative burdens of the plan, allowing you to spend time focusing on what’s most important: your business and its employees.

A plan’s assets must be held in trust to ensure that they’re used solely to benefit plan participants and their beneficiaries.

In other words, all those employee and employer contributions need to be kept in a safe place and monitored by a designated trustee.

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