In the past 10+ years, ADMIN Partners has worked with hundreds of retirement plans. With this experience in hand, we have been able to help educate Employers on the
rules and requirements that come with ERISA. To this day, we continue to receive questions from Employers and Financial Advisors regarding what subjects a 403(b) Plan to ERISA
and the responsibilities that come with this label. In order to create a better understanding of ERISA, here is an inside look at what ERISA is, how a Plan becomes subject to ERISA and
the responsibilities that come with the label.
The Employee Retirement Income Security Act of 1974 (ERISA) was established to protect retirement plan participants as well the investments that they contribute to their employer-sponsored
retirement plan. This federal law was constructed to safeguard the interests of participants and beneficiaries by requiring the disclosure of all features & funding within the plan.
While there are some 403(b) plans that are statutorily exempt from the rules and regulations of ERISA (public education, government, and most church plans), there are many
plans who can become an ERISA Plan based on the following factors:
* Plans that are sponsored by private tax-exempt employers, and make decisions on behalf of the plan (vesting, employee exclusions, etc…) or receive compensation for performing administration.
* Retirement plans that opt to contribute an employer match as an added benefit to the participants of the plan.
* Employers that use a group arrangement for participant investments versus individual contracts.
Plans that are subject to ERISA hold annual obligations that are required in order to remain compliant. These requirements include the filing of a Form 5500
(along with additional schedules based on the scope of the plan) as well as nondiscrimination testing which ensures the plan does not discriminate against
non-highly compensated employees. Depending on the size of the plan, the Employer may also be required to have a formal audit conducted by a third party firm.
As a leading TPA, ADMIN Partners supports our ERISA clients with these Plan obligations to ensure their annual requirements are completed and their Plan remains in compliance.
Our year-end calendar allows you to view the milestones that are to be met during the Year-End process. These milestones are timeframes of when ADMIN Partners will request materials
that we need from the employer to complete filings and testing, and also the due dates of those filings to the DOL and the IRS.
Questions? Feel free to contact our Plan Administration team via email at email@example.com or by phone at 877-484-4400.