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## Retirement Plan Solutions For Your Small Business

Think your business is too small for a company pension plan? Think again. Don’t let the size down

your company is preventing you from making the best financial move you’ll ever make—starting your own business

your pension plan. A company pension plan can cost your company a tax

benefits, recruiting and retaining employees, and securing you and your employees

is on track to secure your financial future. According to the Tax Board, only 5 percent, or 8 million

40 million US residents who work in small businesses are covered by retirement plans. It is

a huge number by anyone’s standards!

Cost, complexity, and burdensome administration have previously created barriers for small businesses

for business owners about making plans. It was yesterday. Today’s small business plans are

much easier to create and manage, plus there are many to choose from. Here is

some you might want to consider:

**Individual (k) or individual 401(k) plans**

Solo(k) is aimed at the self-employed, allowing them to set up and contribute to a 401k.

the plan. Employee contributions are limited to $15,500 in 2007 or 100% of compensation

(whichever is smaller). A self-employed person may not have additional employees other than the company

the owner’s spouse or partnerships whose only employees are self-employed persons, and

their spouses. Contributions for people over 50 are $5,000 per year. The employer’s

profit sharing contributions are optional and may include 25% of eligible payroll. Together

contributions made on behalf of the employee (including employer/employee contributions) should be

less than 100% of compensation (defined as business or self-employed W-2 income

self-employment income) or $45,000. The plan administrator is simply a business

the owner, his spouse or partner. But since then the designated third party is also working

If plan assets reach $100,000, an annual tax compliance statement via Form 5500-EZ is required.

Solo(s) must be created by the last day of the plan year and funded on time

company income declarations are submitted if the company is unincorporated. Otherwise, the employer

contributions should be made by the tax return date plus any extensions. An employee

contributions should be completed as soon as administratively possible, but no later than the 15

on working days after deferring the salary.

What makes an individual 401k unique is that compared to other self-employed retirement plans

with identical income levels, it is possible to make larger contributions, thus maximizing retirement

contributions and valuable tax benefits. If you are self employed who would

would like to make contributions to a retirement plan, but were previously limited by other rules

salaried retirement plans, an individual 401k plan may be perfect for you.

**SEP IRA**

A Simplified Employee Retirement (SEP IRA) is an IRA-based plan type available only to singles

sole proprietorships, partnerships and small businesses. Through the SEP, the owner of the company opens

IRA for each eligible employee and makes contributions to the accounts. Unlike a 401k,

employees are not allowed to contribute to their SEP IRA while the company is contributing

the plan allows the amount of contributions to be deducted from taxable income.

This is a great option for self-employed people who want to contribute 25% or

less compensation, but probably not as good as an individual’s 401k

contribution maximization. For clarity, compensation is defined as W-2 wages if established or

self-employed income as a self-employed person. In the case of self-employed entrepreneurs, it is

the contribution is based on the company’s net profit (not gross income). By calculating

maximum allowed, you must first calculate self-employment tax. This is illustrated as

follows.

If “CR” is the down payment rate, such as 0.15 for a 15 percent rate, the formula would be

to be:

CR * ( ( Schedule C profit – ( 0.5 * Schedule self-employment tax )) / ( 1 + CR ) )

As self-employment tax is taken into account, the contribution rate is often reduced to 20%.

of compensation.

Employees can deduct the entire SEP contribution from current income. however,

Money contributed to a SEP-IRA immediately and always belongs to the employee. If

the employee leaves the company, all pension payments go with the employee (this is known

as portability). SEP IRAs must be established by the time you file your corporate income tax return

tax year and by the time of submission of the income tax return of the financed company (plus possible extensions).

the tax year in which the deductions are made. A SEP IRA plan does not require an annual

reporting to the tax office.

**SIMPLE IRA**

A Simple IRA is a plan that, as the name suggests, is quite simple and cost-effective

to administer. But I’m not a big fan of this plan because of its limited ability to raise money.

A SIMPLE IRA is available to sole proprietors, partnerships, LLCs, and corporations

100 employees or less. Contributions can be made by both employees and employers. Unfortunately

these deposit limits are quite low. The employee cap for 2007 is $10,500, or 100%

compensation, whichever is less. If you’re over 50, you can catch up by adding another

$2,500. Employers are required to match 100% to 3% of the employee’s salary or

2% of compensation for all eligible employees.

SIMPLE IRAs must be established between January 1 and October 1 of the plan year.

The employee’s contributions must be paid within 30 days after the end of the month in which

the amounts would have been paid to the employee as wages. Employer contributions must be

deposited by the time the company files its corporate income tax return (plus extensions). Like

A SEP, SIMPLE plan does not require annual reporting to the IRS.

This plan would be a good choice for someone who does not have a high income but would like to

contribute outside the IRA limits and would like to contribute a large percentage of them

income. A good candidate for this plan won’t mind relatively low contribution limits a

Simple IRA vs. SEP or Individual 401k.

**SIMPLE 401(k)**

While a SIMPLE-IRA plan requires an employer to open an individual retirement account

every eligible employee, the SIMPLE 401(k) avoids some administrative fees and paperwork

from regular 401(k) plans. A SIMPLE 401(k) plan is a mix between a SIMPLE IRA and a traditional one

A 401(k) plan that offers the best of both worlds. Employers receive income tax deductions

contributions made to the plan and employees may choose to defer wages for this purpose

contribute to the plan.

Unlike traditional 401k plans, the SIMPLE 401k does not require an annual compliance test,

which can significantly increase the plan sponsor’s administrative costs. Contributions a

The SIMPLE 401k is 100% vested immediately, meaning the employee who qualifies

claims to receive withdrawals from the plan may withdraw your entire account balance

at any time after leaving the Service. In comparison, a traditional 401k can have

vesting schedules apply to employer contributions or matches.

Finally, SIMPLE 401k plan contribution limits are lower than traditional limits

401k plan. In 2007, the SIMPLE 401k deferral limit is $10,500, just like the SIMPLE IRA. in

In contrast, the 401k limit is $15,500. Employer contributions to employee SIMPLE 401k

account is limited to 3% of employee compensation, while a traditional 401k),

the employer can contribute up to 25% of the employee’s salary. SIMPLE 401k Plans

require the employer to report annually to the IRS via Form 5500 and are subject to the same

initial maturities like a SIMPLE IRA.

The benefits of having a retirement plan should be pretty clear:

o Tax relief for employer contributions

o Employee contributions reduce the employee’s tax base

o Your money grows either tax-deferred

Additionally, as a small business owner, it can be difficult to compete for quality employees.

Good benefits and pay, along with a positive work environment, can help attract you

talent from major companies to help you grow your business. More importantly, long term

financial benefits to both business owners and employees are essential. Remember, a

A successful retirement requires a huge amount of capital. The sooner you start, the better.

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