Regions Institutional Retirement Services is the Retirement Plan Specialist to help your company attract and retain the best workers by providing employees with an effective tool for reaching their retirement savings goals. You will have professionals who will work with you to create a successful retirement solution. You'll be confident knowing we will be working on your side. We want to understand your specific needs and develop for you a comprehensive retirement solution that fits your unique situation.
A Consultative Approach...
We utilize a consultative, open architecture, and fiduciary approach to provide solutions for our clients. We focus on providing services that address key issues and concerns of employers. We provide these services for multiple types of both Defined Contribution and Defined Benefit plans.
Our overall objective is to understand you and your employees' needs and present creative retirement plan solutions. We provide a local presence supported by 17 offices throughout the South, Midwest and Texas and the knowledge of 40 Relationship Managers who average over 18 years of experience and manage more the 1,400 retirement plans.
Regions Retirement Services Total Plan Solutions offers consulting services in the following areas:
Defined Contribution Plans
401(k) plans are the most common type of employer-sponsored retirement plans. These plans give eligible employees the option to save funds by electing a percentage of their pre-tax pay to go into the plan. This allows the money to grow tax-deferred until withdrawals are made. 401(k) plans may also feature a Roth option which allows employees to make after-tax contributions. Roth 401(k) plans typically allow tax-free qualified distributions of both contributions and earnings.
Often times, employers choose to match the employees' contributions, and provided that requirements are met, the employer contributions are tax deductible. 401(k) plans may also allow employees to make withdrawals in the case of hardships or borrow against the funds they have contributed at the employer's discretion.
Profit Sharing Plans
Profit sharing plans offer the most flexibility to the employer regarding contributions. Only the employer may contribute to the plan, and the amount of the contributions is based on a formula written into the plan. The flexibility of profit sharing plans allows the option for contributions to be made even in years when the company does not produce a profit. Many companies also add a 401(k) plan to the profit sharing plan to allow employee contributions.
Contributions to profit sharing plans are typically allocated to employees based on compensation. The maximum tax-deductible contribution amount is not to exceed 25 percent of the total compensation of employees in the plan. Upon retirement, an employee's benefits are based on their account balance which reflects their years of service, the company's contributions, and the plan's investment performance. Since the company's profitability has a direct impact on the amount employees receive from the profit sharing plan, it often motivates employees to act in the company's best interest.
Money Purchase Pension
Money purchase plans are for companies who want to commit to making pre-determined contributions every year. Employers are required to contribute a specified percentage of each participating employee's salary regardless of the profitability of the company. Employers are not allowed to under- or over- contribute to the plan. As with a profit sharing plan, the maximum tax deductible contribution is equal to 25 percent of the total salary of participating employees.
Defined Benefit Plans
Defined benefit plans offer plan participants a fixed income upon retirement. The amount paid is based on a formula written into the plan and can be based on a percentage of their salary during employment or can be a fixed monthly amount based on the length of the employment. Once the amount of an employee's retirement benefits has been determined, the company must contribute each year whatever is necessary to meet the fund's future requirements. Because of the number of variables, defined benefit plans require the services of an actuary to calculate required contributions.
A Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a "pay credit" (such as 5 percent of compensation from his or her employer) and an "interest credit" (either a fixed rate or a variable rate that is linked to an index such as the one-year Treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the Pension Benefit Guaranty Corporation (PBGC).
We understand that our performance directly impacts our clients' as well as our own success. We would like to be your trusted partner and succeed with you. Call us at 1-866-917-8730, or tell us more about your wealth management needs and an experienced professional will contact you.
White Paper on 401K Investment Fiduciary Management; addresses who is response for it and what are the plan sponsor's options?
The impact of the last decade’s economic and market volatility has caused broad scrutiny of 401(k) plan investment options and fees. Legislation was passed and implemented that requires investment fee disclosure for 401(k) plans. In conjunction, the Department of Labor (DOL) stepped up its monitoring and enforcement efforts through more plan audits, and the number of 401(k) lawsuits has increased. 1,2,3 Typically, employees are responsible for choosing how they allocate their assets among the investments available in their 401(k) plans. However, plan sponsors are responsible for managing the 401(k) plan investment lineup. Plan sponsors may outsource this responsibility to investment advisors who can take on various levels of fiduciary responsibility. More than ever before, it is critical for 401(k) plan sponsors to evaluate and understand their options for managing the investment lineups of their 401(k) plans.
Investments in securities and insurance products held in trust accounts are not FDIC-insured, not deposits of Regions Bank or its affiliates, not guaranteed by Regions Bank or its affiliates, not insured by any federal government agency, and may go down in value.