Individual 401(k)
An Individual 401(k) is an easy-to-administer, low-cost retirement plan designed for self-employed individuals and owner-only businesses
who want to make substantial contributions towards their retirement. It has many of the same benefits as a traditional 401(k), but due to
small plan size, there is less administration required. Wealth Pinnacle can help you manage your investments with portfolio management
and financial planning, so you can be confident in your retirement plan and focus on what's important to you.
Who’s It for?
An Individual 401(k) may be best for employers who are self-employed, or owner-only businesses with no employees other than a
spouse. You can make larger contributions to an Individual 401(k) than can typically be made in a SEP-IRA or Profit Sharing plan, and
Individual 401(k)s offer flexibility in the amount that can be contributed annually.
Eligibility
An Individual 401(k) is available to sole proprietors or business owners (including S and C corporations and partnerships) with no
employees other than a spouse. Business owners must have a minimum 5% business share to be eligible for an Individual 401(k).
Tax Advantages
Contributions to an Individual 401(k) plan are tax-deductible.
Earnings grow tax-deferred.
Contributions are not taxed until withdrawn.
Contributions
Plans are funded with salary deferrals and annual profit-sharing contributions. Vesting is immediate. Plans do not need to be funded
annually. Participants can direct how contributions are invested. Make profit-sharing contributions up to 20% of your self-employment
income, up to a maximum of $49,000 for each tax year 2009 and 2010. Make a pre-tax salary deferral of up to $16,500 for each tax year
2009 and 2010. Individuals age 50 or over may make an additional catch-up contribution of $5,500 for each tax year 2009 and 2010.
The maximum combined contribution, including salary deferral cannot exceed $49,000 for each tax year 2009 and 2010 ($54,500 if age
50 or over). There are several convenient ways for you to start making contributions.
Withdrawals
A participant must have a triggering event – generally termination of employment or retirement – to take a distribution. In-service
withdrawals may be available after age 59½ or in case of hardship. Participants owning 5% or more of the business must begin taking
required minimum distributions (RMDs) annually, beginning with the year in which the age of 70½ is attained. Most distributions are
subject to a mandatory 20% federal tax withholding. Exceptions to this tax-withholding requirement are required minimum distributions,
hardship withdrawals and direct rollovers.
If you do not start RMDs when required or take less than the required amount, you will face a 50% penalty. Withdrawals before age 59½
are subject to a 10% penalty. Exceptions include:
-Rollover of distribution to another plan or IRA
-Termination of employment at or after age 55
-Withdrawals made in equal installments over your life or life expectancy
-Death or disability, and non-reimbursed medical expenses exceeding 7.5% of adjusted gross income.
Company 401(k) Plans
We have a 401(k) solution for any size company. Assets in your plan can be held at Charles Schwab & Co. Inc., and Wealth Pinnacle can
help you choose your investments. Start-up to mid-sized plans are administered by a Third Party Administrator who works directly with
Wealth Pinnacle and Schwab. We have strategic partnerships with CPAs and retirement plan attorneys to make sure the plan is right.
A 401(k) plan may be best for businesses that:
Are start-ups or established businesses of any size
Want a plan that permits a higher level of salary deferrals by employees than other retirement plans
Need a customized retirement solution
Eligibility
Any employer with one or more employees may start a plan.
Offered to all employees at least 21 years of age who worked at least 1,000 hours in a previous year.
Tax Advantages
Contributions are made with pre-tax dollars.
Earnings grow tax-deferred.
Contributions are not taxed until withdrawn.
Contributions
The plan is funded with elective employee salary deferrals and optional annual employer contributions. The plan does not need to be
funded annually. Employer contributions are tax-deductible up to 25% of participant compensation. Employee salary deferrals are
immediately 100% vested. Employer contributions vest according to plan. Employees may make an elective salary deferral of up to
$16,500 for each tax year 2009 and 2010. Individuals age 50 or older may make an additional catch-up contribution of $5,500.
Employers may make tax-deductible contributions of up to 25% of participant compensation. The combination of employer contributions
and employee contributions cannot exceed the lesser of 100% of compensation or $49,000 in each tax year 2009 and 2010.
SEP IRAs
The easiest plan to administer—a SEP-IRA allows you to make sizable contributions for yourself and any eligible employees you may
have. You have the flexibility to vary contributions from year to year or even skip contributions altogether in any year.
Who’s it for?
A Simplified Employee Pension Plan (SEP-IRA) is a retirement plan specifically designed for self-employed individuals and small business
owners interested in saving for retirement without getting involved in complex plan administration. SEP-IRAs may be well-suited for self-
employed individuals or businesses with few or no employees. SEP IRAs may appeal to employers who want to make high contributions
to their own accounts and the accounts of partners or employees, or who want flexibility in the amount contributed annually.
Eligibility
Virtually all types of businesses are eligible to establish a SEP, from self-employed individuals to multi-person corporations (including sole
proprietors, partnerships, S&C Corporations and LLCs), tax-exempt organizations and government agencies.
Tax advantages
Contributions are tax-deductible.
Earnings grow tax-deferred, and are not taxed until you withdraw them.
Contributions
A SEP IRA is funded with employer contributions only. Vesting is 100% immediate. A SEP IRA does not need to be funded annually. If
you have employees and contribute for yourself, you must contribute for all eligible employees, including those who have terminated
employment during the year. You may contribute up to 25% of compensation (20% if you’re self-employed) or $49,000 for each tax year
2009 and 2010, whichever is less. A $245,000 compensation cap per employee applies for each tax year 2009 and 2010. A special
formula may allow you to make higher contributions for highly paid employees. Schwab reports all contributions and end of year Fair
Market Value on Form 5498 by May 31st each year. Wealth Pinnacle offers several convenient ways for you to start making contributions.
Withdrawals
Withdrawals after age 59 ½ are penalty-free. If you do not start Required Minimum Distribution (RMD) withdrawals by age 70½ , or take
less than the required amount, you will face a 50% penalty. Withdrawals before age 59½ are subject to a 10% penalty.
Exceptions include:
-Rollover of distribution to another IRA or employer plan.
-Higher education expenses for you or family members including tuition, fees, books, supplies and room and board (must be enrolled at
least half-time).
-First-time home purchase expenses ($10,000 lifetime limit) to buy, build or rebuild a first home for you, your parents, children or
grandchildren. You must not have owned a home within the past two years.
-Death or disability, and certain medical expenses including qualifying health insurance costs for certain unemployed individuals and non-
reimbursed expenses exceeding 7.5% of adjusted gross income.
-Withdrawals made in equal installments over the account holder’s life expectancy.
Establishing a Plan
SEP-IRAs are easy to set up and maintain, and no tax filing is required. Plans must be established by the tax-filing deadline of the
business, generally April 15th, plus extensions. That is also the deadline for annual contributions.
SIMPLE IRAs
A SIMPLE IRA provides an easy and economical way to establish a retirement program for you and up to 100 employees. With a SIMPLE
IRA, you establish the plan for your business. Eligible employees may fund their own retirement accounts through salary deferral
contributions. As the employer, you make an additional contribution to eligible employee accounts.
Who’s it for?
A SIMPLE IRA may be appropriate for businesses:
With 100 or fewer employees who don’t currently have another retirement plan
With steady income who can meet mandatory contribution requirements
That have employees who may wish to make salary-deferral contributions
Seeking a low-cost plan that’s easy to administer and maintain
Wishing to retain valuable employees with a retirement plan to which both you and your employees can contribute.
Eligibility
Employers with 100 or fewer employees (including self-employed individuals) are eligible for SIMPLE IRA.
Employees – if they received at least $5,000 in compensation from the employer during any two prior years and whom you reasonably
expect will receive at least $5,000 in the current year – are eligible for a SIMPLE IRA. Companies maintaining and contributing to another
employer-sponsored retirement plan in the same year are not eligible.
Tax Advantages
Contributions: Tax-deductible
Earnings: Tax-deferred (taxed when you withdraw them)
Withdrawals: Taxable
Contributions
The plan is funded with contributions deducted from your employees’ salaries, as well as annual employer contributions. Each eligible
employee can decide whether or not to participate and how much to contribute. Employer contributions are mandatory. Employee
contributions are optional. Employees may contribute up to 100% of compensation or a maximum of $11,500 for each tax year 2009 and
2010. Participants age 50 and over may contribute up to $14,000 for each tax year 2009 and 2010. The employer matches employee
salary contributions dollar-for-dollar up to 3% of compensation (can be reduced to 1% in any two out of five years), or make a non-
elective contribution of 2% of compensation for all eligible employees (including those who decide not to contribute for themselves).
Vesting is 100% immediate. Schwab reports all contributions and end of year Fair Market Value on Form 5498 by May 31st each year.
Withdrawals
Withdrawals are penalty-free after age 59½ . If you do not start Required Minimum Distribution (RMD) withdrawals by age 70½, you will
face a 50% penalty. Special distribution rules may apply. Withdrawals before age 59½ are subject to a 10% penalty. If the withdrawal
occurs within the first two years of participation in the SIMPLE IRA plan, the 10% penalty is increased to 25%.
Exceptions to the 10% penalty include:
-Rollover of distribution to another IRA or employer plan.
-Higher education expenses for you or family members. Expenses include tuition, fees, books, supplies, and room and board (must be
enrolled at least half-time).
-First-time home purchase expenses ($10,000 lifetime limit) to buy, build or rebuild a first home for you, your parents, children or
grandchildren. You must not have owned a home within the past two years.
-Death or disability, and certain medical expenses including qualifying health insurance costs for certain unemployed individuals and non-
reimbursed expenses exceeding 7.5% of adjusted gross income.
-Withdrawals made in equal installments over the account holder’s life expectancy.
Plan Administration
In order to fund a plan for the current year, the employer must establish the plan before October 1 of that year. Employer contributions
must be made annually by the employer’s tax-filing deadline, including extensions. Employee contributions are deducted from employees’
salaries and must be deposited at least monthly. No IRS filing or tax reporting and no compliance testing is required.
Profit Sharing Plan (QRP)
A profit-sharing plan is a Qualified Retirement Plan (QRP) that allows you to make substantial contributions for yourself and any eligible
employees you may have. Profit-sharing plans offer you additional features—stricter eligibility requirements and delayed vesting—that
provide more control over employee participation in your plan and the cost of benefits provided to employees. Profit-sharing plans also
require more administration and paperwork than a SEP-IRA plan and may include yearly IRS filings. A profit-sharing plan offers flexibility
in choosing the percentage of income you may contribute each year and does not require an annual contribution. For information on
other types of QRPs, such as Money Purchase Pension Plans or Paired Plans, please contact us.
Who’s it for?
A profit-sharing plan may be appropriate for businesses:
With few or no employees
With variable profits and seeking flexibility in funding each year
Seeking additional plan features and tax advantages available only through a qualified plan
Wanting to save on taxes while building for retirement
Interested in rewarding long-term employees with a vesting schedule
Tax Advantages
Contributions are tax-deductible up of 25% of total compensation paid to all participants.
Earnings grow tax-deferred.
You pay no taxes on contributions until they are withdrawn.
Eligibility
Employers: Virtually all types of businesses are eligible including self-employed individuals, multi-person corporations (including LLCs),
partnerships, tax-exempt organizations and government agencies.
Employees: All employees age 21 and older are eligible. The employer also specifies the number of years, up to two, that employees
must work before becoming eligible.
Contributions
The plan is funded with employer contributions. Plans do not need to be funded annually. You may contribute up to 25% of
compensation or $49,000,3 for each tax year 2009 and 2010, whichever is less. A $245,0003 compensation cap per employee applies
for each tax year 2009 and 2010. A special formula may allow you to make higher contributions for highly paid employees. You have a
choice of immediate, three-year cliff or six-year graded vesting.
Withdrawals
The participant must have a triggering event (generally separation from service or retirement) to take a distribution.
In-service withdrawals may be available in a profit sharing plan. Participants owning 5% or more of the business must begin taking
required minimum distributions (RMDs) annually, beginning with the year in which the age of 70½ is attained. Most distributions are
subject to a mandatory 20% federal tax withholding. Exceptions to this tax-withholding requirement are required minimum distributions and
direct rollovers. If you do not start RMDs when required or take less than the required amount, you will face a 50% penalty.
Withdrawals before age 59½ may be subject to a 10% penalty. Exceptions to the 10% penalty include:
-Rollover of distribution to another plan or IRA
-Termination of employment at or after age 55
-Withdrawals made in equal installments over your life or life expectancy
-Death or disability, and non-reimbursed medical expenses exceeding 7.5% of adjusted gross income
Plan Administration
New plans must be established by the last day of the business year (12/31 for a calendar year business) to be effective for that year.
Plans must be funded by tax-filing deadline of the business, including extensions. Annual tax-filing IRS Form 5500 is required for plans
having assets greater than $250,000 or including employees other than a business owner and spouse for tax year 2007 and beyond.
An Individual 401(k) is an easy-to-administer, low-cost retirement plan designed for self-employed individuals and owner-only businesses
who want to make substantial contributions towards their retirement. It has many of the same benefits as a traditional 401(k), but due to
small plan size, there is less administration required. Wealth Pinnacle can help you manage your investments with portfolio management
and financial planning, so you can be confident in your retirement plan and focus on what's important to you.
Who’s It for?
An Individual 401(k) may be best for employers who are self-employed, or owner-only businesses with no employees other than a
spouse. You can make larger contributions to an Individual 401(k) than can typically be made in a SEP-IRA or Profit Sharing plan, and
Individual 401(k)s offer flexibility in the amount that can be contributed annually.
Eligibility
An Individual 401(k) is available to sole proprietors or business owners (including S and C corporations and partnerships) with no
employees other than a spouse. Business owners must have a minimum 5% business share to be eligible for an Individual 401(k).
Tax Advantages
Contributions to an Individual 401(k) plan are tax-deductible.
Earnings grow tax-deferred.
Contributions are not taxed until withdrawn.
Contributions
Plans are funded with salary deferrals and annual profit-sharing contributions. Vesting is immediate. Plans do not need to be funded
annually. Participants can direct how contributions are invested. Make profit-sharing contributions up to 20% of your self-employment
income, up to a maximum of $49,000 for each tax year 2009 and 2010. Make a pre-tax salary deferral of up to $16,500 for each tax year
2009 and 2010. Individuals age 50 or over may make an additional catch-up contribution of $5,500 for each tax year 2009 and 2010.
The maximum combined contribution, including salary deferral cannot exceed $49,000 for each tax year 2009 and 2010 ($54,500 if age
50 or over). There are several convenient ways for you to start making contributions.
Withdrawals
A participant must have a triggering event – generally termination of employment or retirement – to take a distribution. In-service
withdrawals may be available after age 59½ or in case of hardship. Participants owning 5% or more of the business must begin taking
required minimum distributions (RMDs) annually, beginning with the year in which the age of 70½ is attained. Most distributions are
subject to a mandatory 20% federal tax withholding. Exceptions to this tax-withholding requirement are required minimum distributions,
hardship withdrawals and direct rollovers.
If you do not start RMDs when required or take less than the required amount, you will face a 50% penalty. Withdrawals before age 59½
are subject to a 10% penalty. Exceptions include:
-Rollover of distribution to another plan or IRA
-Termination of employment at or after age 55
-Withdrawals made in equal installments over your life or life expectancy
-Death or disability, and non-reimbursed medical expenses exceeding 7.5% of adjusted gross income.
Company 401(k) Plans
We have a 401(k) solution for any size company. Assets in your plan can be held at Charles Schwab & Co. Inc., and Wealth Pinnacle can
help you choose your investments. Start-up to mid-sized plans are administered by a Third Party Administrator who works directly with
Wealth Pinnacle and Schwab. We have strategic partnerships with CPAs and retirement plan attorneys to make sure the plan is right.
A 401(k) plan may be best for businesses that:
Are start-ups or established businesses of any size
Want a plan that permits a higher level of salary deferrals by employees than other retirement plans
Need a customized retirement solution
Eligibility
Any employer with one or more employees may start a plan.
Offered to all employees at least 21 years of age who worked at least 1,000 hours in a previous year.
Tax Advantages
Contributions are made with pre-tax dollars.
Earnings grow tax-deferred.
Contributions are not taxed until withdrawn.
Contributions
The plan is funded with elective employee salary deferrals and optional annual employer contributions. The plan does not need to be
funded annually. Employer contributions are tax-deductible up to 25% of participant compensation. Employee salary deferrals are
immediately 100% vested. Employer contributions vest according to plan. Employees may make an elective salary deferral of up to
$16,500 for each tax year 2009 and 2010. Individuals age 50 or older may make an additional catch-up contribution of $5,500.
Employers may make tax-deductible contributions of up to 25% of participant compensation. The combination of employer contributions
and employee contributions cannot exceed the lesser of 100% of compensation or $49,000 in each tax year 2009 and 2010.
SEP IRAs
The easiest plan to administer—a SEP-IRA allows you to make sizable contributions for yourself and any eligible employees you may
have. You have the flexibility to vary contributions from year to year or even skip contributions altogether in any year.
Who’s it for?
A Simplified Employee Pension Plan (SEP-IRA) is a retirement plan specifically designed for self-employed individuals and small business
owners interested in saving for retirement without getting involved in complex plan administration. SEP-IRAs may be well-suited for self-
employed individuals or businesses with few or no employees. SEP IRAs may appeal to employers who want to make high contributions
to their own accounts and the accounts of partners or employees, or who want flexibility in the amount contributed annually.
Eligibility
Virtually all types of businesses are eligible to establish a SEP, from self-employed individuals to multi-person corporations (including sole
proprietors, partnerships, S&C Corporations and LLCs), tax-exempt organizations and government agencies.
Tax advantages
Contributions are tax-deductible.
Earnings grow tax-deferred, and are not taxed until you withdraw them.
Contributions
A SEP IRA is funded with employer contributions only. Vesting is 100% immediate. A SEP IRA does not need to be funded annually. If
you have employees and contribute for yourself, you must contribute for all eligible employees, including those who have terminated
employment during the year. You may contribute up to 25% of compensation (20% if you’re self-employed) or $49,000 for each tax year
2009 and 2010, whichever is less. A $245,000 compensation cap per employee applies for each tax year 2009 and 2010. A special
formula may allow you to make higher contributions for highly paid employees. Schwab reports all contributions and end of year Fair
Market Value on Form 5498 by May 31st each year. Wealth Pinnacle offers several convenient ways for you to start making contributions.
Withdrawals
Withdrawals after age 59 ½ are penalty-free. If you do not start Required Minimum Distribution (RMD) withdrawals by age 70½ , or take
less than the required amount, you will face a 50% penalty. Withdrawals before age 59½ are subject to a 10% penalty.
Exceptions include:
-Rollover of distribution to another IRA or employer plan.
-Higher education expenses for you or family members including tuition, fees, books, supplies and room and board (must be enrolled at
least half-time).
-First-time home purchase expenses ($10,000 lifetime limit) to buy, build or rebuild a first home for you, your parents, children or
grandchildren. You must not have owned a home within the past two years.
-Death or disability, and certain medical expenses including qualifying health insurance costs for certain unemployed individuals and non-
reimbursed expenses exceeding 7.5% of adjusted gross income.
-Withdrawals made in equal installments over the account holder’s life expectancy.
Establishing a Plan
SEP-IRAs are easy to set up and maintain, and no tax filing is required. Plans must be established by the tax-filing deadline of the
business, generally April 15th, plus extensions. That is also the deadline for annual contributions.
SIMPLE IRAs
A SIMPLE IRA provides an easy and economical way to establish a retirement program for you and up to 100 employees. With a SIMPLE
IRA, you establish the plan for your business. Eligible employees may fund their own retirement accounts through salary deferral
contributions. As the employer, you make an additional contribution to eligible employee accounts.
Who’s it for?
A SIMPLE IRA may be appropriate for businesses:
With 100 or fewer employees who don’t currently have another retirement plan
With steady income who can meet mandatory contribution requirements
That have employees who may wish to make salary-deferral contributions
Seeking a low-cost plan that’s easy to administer and maintain
Wishing to retain valuable employees with a retirement plan to which both you and your employees can contribute.
Eligibility
Employers with 100 or fewer employees (including self-employed individuals) are eligible for SIMPLE IRA.
Employees – if they received at least $5,000 in compensation from the employer during any two prior years and whom you reasonably
expect will receive at least $5,000 in the current year – are eligible for a SIMPLE IRA. Companies maintaining and contributing to another
employer-sponsored retirement plan in the same year are not eligible.
Tax Advantages
Contributions: Tax-deductible
Earnings: Tax-deferred (taxed when you withdraw them)
Withdrawals: Taxable
Contributions
The plan is funded with contributions deducted from your employees’ salaries, as well as annual employer contributions. Each eligible
employee can decide whether or not to participate and how much to contribute. Employer contributions are mandatory. Employee
contributions are optional. Employees may contribute up to 100% of compensation or a maximum of $11,500 for each tax year 2009 and
2010. Participants age 50 and over may contribute up to $14,000 for each tax year 2009 and 2010. The employer matches employee
salary contributions dollar-for-dollar up to 3% of compensation (can be reduced to 1% in any two out of five years), or make a non-
elective contribution of 2% of compensation for all eligible employees (including those who decide not to contribute for themselves).
Vesting is 100% immediate. Schwab reports all contributions and end of year Fair Market Value on Form 5498 by May 31st each year.
Withdrawals
Withdrawals are penalty-free after age 59½ . If you do not start Required Minimum Distribution (RMD) withdrawals by age 70½, you will
face a 50% penalty. Special distribution rules may apply. Withdrawals before age 59½ are subject to a 10% penalty. If the withdrawal
occurs within the first two years of participation in the SIMPLE IRA plan, the 10% penalty is increased to 25%.
Exceptions to the 10% penalty include:
-Rollover of distribution to another IRA or employer plan.
-Higher education expenses for you or family members. Expenses include tuition, fees, books, supplies, and room and board (must be
enrolled at least half-time).
-First-time home purchase expenses ($10,000 lifetime limit) to buy, build or rebuild a first home for you, your parents, children or
grandchildren. You must not have owned a home within the past two years.
-Death or disability, and certain medical expenses including qualifying health insurance costs for certain unemployed individuals and non-
reimbursed expenses exceeding 7.5% of adjusted gross income.
-Withdrawals made in equal installments over the account holder’s life expectancy.
Plan Administration
In order to fund a plan for the current year, the employer must establish the plan before October 1 of that year. Employer contributions
must be made annually by the employer’s tax-filing deadline, including extensions. Employee contributions are deducted from employees’
salaries and must be deposited at least monthly. No IRS filing or tax reporting and no compliance testing is required.
Profit Sharing Plan (QRP)
A profit-sharing plan is a Qualified Retirement Plan (QRP) that allows you to make substantial contributions for yourself and any eligible
employees you may have. Profit-sharing plans offer you additional features—stricter eligibility requirements and delayed vesting—that
provide more control over employee participation in your plan and the cost of benefits provided to employees. Profit-sharing plans also
require more administration and paperwork than a SEP-IRA plan and may include yearly IRS filings. A profit-sharing plan offers flexibility
in choosing the percentage of income you may contribute each year and does not require an annual contribution. For information on
other types of QRPs, such as Money Purchase Pension Plans or Paired Plans, please contact us.
Who’s it for?
A profit-sharing plan may be appropriate for businesses:
With few or no employees
With variable profits and seeking flexibility in funding each year
Seeking additional plan features and tax advantages available only through a qualified plan
Wanting to save on taxes while building for retirement
Interested in rewarding long-term employees with a vesting schedule
Tax Advantages
Contributions are tax-deductible up of 25% of total compensation paid to all participants.
Earnings grow tax-deferred.
You pay no taxes on contributions until they are withdrawn.
Eligibility
Employers: Virtually all types of businesses are eligible including self-employed individuals, multi-person corporations (including LLCs),
partnerships, tax-exempt organizations and government agencies.
Employees: All employees age 21 and older are eligible. The employer also specifies the number of years, up to two, that employees
must work before becoming eligible.
Contributions
The plan is funded with employer contributions. Plans do not need to be funded annually. You may contribute up to 25% of
compensation or $49,000,3 for each tax year 2009 and 2010, whichever is less. A $245,0003 compensation cap per employee applies
for each tax year 2009 and 2010. A special formula may allow you to make higher contributions for highly paid employees. You have a
choice of immediate, three-year cliff or six-year graded vesting.
Withdrawals
The participant must have a triggering event (generally separation from service or retirement) to take a distribution.
In-service withdrawals may be available in a profit sharing plan. Participants owning 5% or more of the business must begin taking
required minimum distributions (RMDs) annually, beginning with the year in which the age of 70½ is attained. Most distributions are
subject to a mandatory 20% federal tax withholding. Exceptions to this tax-withholding requirement are required minimum distributions and
direct rollovers. If you do not start RMDs when required or take less than the required amount, you will face a 50% penalty.
Withdrawals before age 59½ may be subject to a 10% penalty. Exceptions to the 10% penalty include:
-Rollover of distribution to another plan or IRA
-Termination of employment at or after age 55
-Withdrawals made in equal installments over your life or life expectancy
-Death or disability, and non-reimbursed medical expenses exceeding 7.5% of adjusted gross income
Plan Administration
New plans must be established by the last day of the business year (12/31 for a calendar year business) to be effective for that year.
Plans must be funded by tax-filing deadline of the business, including extensions. Annual tax-filing IRS Form 5500 is required for plans
having assets greater than $250,000 or including employees other than a business owner and spouse for tax year 2007 and beyond.
Company Retirement Plans
Wealth Pinnacle Inc. and Schwab Institutional work together to provide company retirement plans for businesses and
non-profit organizations. Company retirement plans can help your retirement savings grow faster, and you pay less
taxes. Choose from 401k, SEP, SIMPLE and other plans to save the most for retirement. We provide the education
and advice you need to make sound investment decisions. Wealth Pinnacle will help you decide which plan is best for
you and your business. Reduce taxes and attract the best employees with a company retirement plan!
non-profit organizations. Company retirement plans can help your retirement savings grow faster, and you pay less
taxes. Choose from 401k, SEP, SIMPLE and other plans to save the most for retirement. We provide the education
and advice you need to make sound investment decisions. Wealth Pinnacle will help you decide which plan is best for
you and your business. Reduce taxes and attract the best employees with a company retirement plan!
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Wealth Pinnacle Inc.
Registered Investment Adviser
Registered Investment Adviser
| Copyright ©2007-11 Wealth Pinnacle Inc. All rights reserved. |
Independent Advice. Personal Service.
Individual 401k
Company 401k
Simplified Employee Pension
SIMPLE
Profit Sharing Plans
Non-profit Organizations
Reduce taxes
Attract talent
Grow your business
Live happy
Company 401k
Simplified Employee Pension
SIMPLE
Profit Sharing Plans
Non-profit Organizations
Reduce taxes
Attract talent
Grow your business
Live happy
Neither Wealth Pinnacle, Inc. nor its representatives provide tax or legal advice. Consult with your tax adviser or attorney regarding specific issues. Investing
involves the risk of loss. Past performance does not guarantee future results. Investors should consider carefully information contained in the prospectus,
including investment objectives, risks, charges and expenses. Please read the prospectus carefully before investing.
involves the risk of loss. Past performance does not guarantee future results. Investors should consider carefully information contained in the prospectus,
including investment objectives, risks, charges and expenses. Please read the prospectus carefully before investing.
Phone: (310) 383-5341
Phone: (310) 383-5341