July 12, 2017 by  
Filed under 401k & Business Benefits, Latest Posts, Reports & Updates

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Did you know that the Department Of Labor (DOL) “strongly suggests” that every 2-3 years business have their 401k plan independently review for competitiveness by competitors – and document the results?

If your business has a 401k plan, and you are an executive or have anything to do with it you are personally liable.  You may probably be thinking that your plan provider told you that everything is “within reasonable standards” or  “within compliance standards based on new DOL mandates” or “we are fiduciary advisors, so don’t worry about it”.  

As a prudent fiduciary yourself, you should then to ask them to produce documented proof, in writing.  But what exactly would you ask them for?  Unless you work or are educated in fiduciary services how can you evaluate something for which you have limited experience, basis, criteria, nor a guide book, if you will?

We can easily help.  Start by taking our short 401k Compliance Questionnaire to know what you need to look for and if you have any glaring compliance issues.  If you answered  ‘no’ to more than one question we can tell you what you need to correct it and dramatically mitigate your personal liability, reduce costs and increase services while improving your employees’ retirement plans, as mandated by the DOL. Forward this web page to anyone responsible for your 401k , if need be.

Anyone Involved with Your Companies 401k Is Personally Liable.

January 26, 2016 by  
Filed under 401k & Business Benefits

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Are you aware that new regulations mandate that your 401k be validated for best practices regularly?

An Important Message From One Of Our ERISA Fiduciary Service Provider, Victory Fiduciary Consultants:

Your Employees can have a Fortune 500 Style 401k with Fiduciary Over Site for the Same or Less Costs as Your Present Plan.

Contact us for free side by side comparison of your 401k today. Call 978-232-9990.

Better 401k Returns With Less Risk

June 5, 2011 by  
Filed under 401k & Business Benefits, Latest Posts

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Dear Owner and Retirement Plan Trustee,

As trustee of, or person involved with discretionary judgment authority about, your company benefit plan you are at risk of being sued by one or all your plan participants.  A recent Supreme Court ruling on February 20, 2008 (LaRue v, DeWolff Boberg & Associates, Inc.et al) has made the possibility of such law suits against retirement plan sponsors more likely.  This case has created a precedent that all fiduciaries should heed.

During periods of market volatility and plan losses the possibility of participant law suits may be tested even more.  Retirement plan sponsor’s need to take the necessary steps to reduce potential – usually unintended – breaches of their fiduciary responsibilities as outlines in ERISA regulations. In fact, according to Fred Reish, managing director and partner of the Los Angeles-based law firm of Reish Luftman Reicher & Cohen and a nationally recognized expert in employee benefits law,

“Although plan sponsors may think they are complying with the 404(c) conditions, most do not satisfy the 20 to 25 necessary conditions – and that could mean that committee members and other fiduciaries may be in for a rude awakening if they are faced with claims of investment losses because of imprudent participant decisions.”.

 

How can plan sponsors and fiduciaries comply with, and manage, the necessary requirements to assure that fiduciary responsibilities are being met?  Until now, no benefits plan provider has been able to meet all the criteria necessary to mitigate plan sponsor’s fiduciary liability.  Some of the standard features of our plans which help reduce fiduciary risk according to ERISA regulations are-

– CO-FIDUCIARY RESONSIBILITY: We offer Discretionary Trustee Services to Reduce Fiduciary Liability

–  One Bundled, Low Fees: Our plans typical reduce expenses by 15%, on average, including advisory fees, compliance testing and 5500 filings fees

–  THE ONLY PLAN Available PROVIDING: Regular Due Diligence, MONTHLY review, and replacement of poor performing funds

– Advanced, Customized Plan Design: and Carve- out for Highly Compensated Employees who want to safe more for retirement than conventional plan designs may allow

– Investment Advice: One-on-one advice at no additional cost and consistently high retention and   participation rates

– Electronic Filing & Web Access: Paper work reduction and ease of access for sponsors and participants via User-friendly web site interface

 

Call or email us to arrange a free, side-by-side comparison and determine your interest.

Thank you for your time.

Richard Saint-Laurent, CFP

Financial Planning Association Standard of Care and Code of Ethics

May 18, 2011 by  
Filed under 401k & Business Benefits, Latest Posts

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Saint-Laurent Associates and Advisors adheres to the Financial Planning Association’s Standard of Care and Code of Ethics –

FPA Standard of Care principles: “All financial planning services will be delivered in accordance with the following standard of care:”

* Principle #1 – Put the client’s interest first.

* Principle #2 – Act with due care and in utmost good faith.

* Principle #3 – Do not mislead clients.

* Principle #4 – Provide full and fair disclosure of all material facts.

* Principle #5 – Disclose and fairly manage all material conflicts of interest.

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The FPA Code of Ethics is an expression of the financial planning profession’s recognition of its responsibilities to the public, to clients, to colleagues and to employers. These principles apply to all Financial Planning Association (FPA) members and provide guidance to them in the performance of their professional services:

•    Principle #1 – Integrity – Provide professional services with integrity.
•    Principle #2 – Objectivity – Provide professional services objectively.
•    Principle #3 –  Competence – Maintain the knowledge and skill necessary to provide professional services competently.
•    Principle #4 –   Fairness – Be fair and reasonable in all professional relationships. Disclose conflicts of interest.
•    Principle #5 –   Confidentiality – Protect the confidentiality of client information.
•    Principle #6 –   Professionalism – Act in a manner that demonstrates exemplary professional conduct.
•    Principle #7 –   Diligence – Provide professional services diligently.