QUALIFIED & NON-QUALIFIED PLANS
Let a Wedbush Advisor help you identify the best retirement plan option for your business and employees.
As a business owner, it is important to understand the plan options that will help you and your employees save more for retirement and lower taxes. Our Advisors are here to help guide you to the best plan option.
QUALIFIED VS. NON-QUALIFIED
Qualified plans, such as 401(k) plans, IRAs and profit-sharing plans, must meet the standards of the Employee Retirement Income Security Act (ERISA). Non-qualified plans are supplemental benefits on top of those provided by a company’s qualified retirement plans. They are not required to meet ERISA standards regarding eligibility, participation, documentation, and vesting.
Non-qualified plans are often used as an added incentive for executives and other highly compensated employees.
FEATURED PLANS FOR BUSINESS
401(K) & 403(B)
401(k) and 403(B) are qualified defined-salary contribution plans that have a common objective – to serve as a retirement savings plan. Wedbush offers many different 401(k) and 403(B) plan models to suit the specific needs of all business types whether they are small, large or non-profit.
SEP IRA, SIMPLE IRA & INDIVIDUAL
Wedbush offers a Simplified Employee Pension, and a Savings Incentive Match Plan for employees and Individual K retirement plans designed for small businesses. These programs offer tax-deductible contributions for the employers as well as tax-deferral for the employees.
Other Employee Sponsored Plans (or Other Profit Sharing Plans)
Wedbush also offers Flexible Profit Sharing Plans, Flexible Money Purchase Pension Plans and Combined Profit Sharing /Money Purchase Pension Plans for businesses that want to maximize flexibility and discretion in cost and contribution levels.
Deferred Executive Compensation Plans
Wedbush offers non-qualified deferred compensation plans for key executives or employees of a company or corporation that wish to defer a portion of pre-tax salary until retirement or death. These contributions provide tax advantages to both the employer and employee, but generally are not as favorable as qualified plans.