Investment PlanningServices
Access to Managed Accounts
Professionally Managed Investment Solutions
Access to managed accounts provides individuals with professionally managed investment solutions tailored to their goals, time horizon, and risk tolerance. Rather than managing investments on their own, participants benefit from ongoing oversight, portfolio adjustments, and disciplined strategies designed to adapt to changing market conditions.
For employers, offering access to managed accounts can enhance the value of retirement benefits and support employee financial confidence. For participants, it provides professional management, transparency, and financial confidence—helping them stay focused on long-term objectives.
As with any investment strategy, managed accounts involve risk, and results are not guaranteed. Working with experienced professionals helps ensure portfolios remain aligned with individual needs and plan guidelines.
Brokerage Accounts
Mutual Funds vs. ETFs
Mutual funds and exchange-traded funds (ETFs) both pool investments to pursue specific objectives and offer diversification, but they differ in structure, trading, and taxes.
Structure and Trading:
- Mutual funds gather investor money to create a professionally managed portfolio. Shares are priced once daily and bought through fund companies or brokers.
- ETFs are traded like stocks on exchanges, with prices changing throughout the day. ETFs may trade at a premium or discount to their underlying assets.
Tax Considerations:
- Mutual funds can generate taxable events from trades within the fund.
- ETFs generally incur taxes only when you sell shares, though some distributions may occur.
Both tools have a place in diversified portfolios. Choosing between them—or using both—depends on your investment goals, tax situation, and trading preferences.
Investments fluctuate in value and are subject to market risk. Mutual funds and ETFs are sold by prospectus; read it carefully before investing.
Traditional & Roth IRAs
About Traditional vs. Roth IRAs
Traditional and Roth IRAs are both individual retirement accounts, but they differ in tax treatment and withdrawal rules.
Traditional IRA
Contributions may be tax-deductible, grow tax-deferred, and distributions are taxed as ordinary income. Early withdrawals before age 59½ may incur a 10% penalty, and required minimum distributions begin at age 73. Deduction eligibility in 2026 phases out for incomes between $129,000–$149,000 (married) and $81,000–$91,000 (single).
Roth IRA
Contributions are made with after-tax dollars and grow tax-free. Withdrawals of earnings are tax- and penalty-free after age 59½, provided the account has been held at least five years. Eligibility phases out for incomes between $242,000–$252,000 (married) and $153,000–$168,000 (single).
Feature
Tax deductible contributions
Tax-deferred growth
Tax-free withdrawals
Required distributions
Income limit (2026)
Traditional IRA
Yes*
Yes*
No**
Yes, at 73
Deduction phases out $129k–$149k (married), $81k–$91k (single)
Roth IRA
No
Yes
Yes***
No
Eligibility phases out $242k–$252k (married), $153k–$168k (single)
Contribution limits:
The combined annual contribution to all IRAs is $7,500, with a catch-up limit of $8,600 for those 50 and older.1
Both IRAs can play a role in retirement planning. Choosing between them depends on your current income, tax situation, and long-term goals.
1IRS.gov, 2025
**Distributions taxed as income; early withdrawals may incur penalties
***Five-year holding period and age 59½ required
This material is for general informational purposes and not tax or legal advice. Consult your legal and tax professionals regarding your situation.
SEP-IRA
Is a SEP-IRA Right for Your Business?
For small business owners seeking a simple, flexible retirement plan, a Simplified Employee Pension IRA (SEP-IRA) can be an attractive option. SEP-IRAs are available to sole proprietors, partnerships, and corporations, including S corporations.
Employers can contribute 0–25% of compensation each year, up to $72,000 in 2026, and contributions must be the same percentage for all eligible employees. Employees are immediately 100% vested, and eligibility generally requires age 21 and at least three of the last five years of employment with minimum earnings of $750.
Administration is straightforward: no IRS filings are required beyond completing Form 5305 SEP and providing it to employees. Each employee establishes and manages their own SEP-IRA account, relieving employers of investment selection responsibilities.
Withdrawals follow standard IRA rules, including required minimum distributions at age 73 and potential taxes and penalties on early withdrawals. Unlike a 401(k), SEP-IRA assets cannot be borrowed.
With minimal administrative burdens and high contribution potential, SEP-IRAs are a practical choice for business owners who want to maximize retirement savings while keeping the process simple.
This material is for general informational purposes only and is not tax or legal advice. Consult qualified tax and legal professionals regarding your specific situation.
Simple IRA
Choosing a Retirement Plan That Fits Your Business
Selecting the right retirement plan depends on your business goals, budget, and workforce.
Cost and Contributions:
SEP-IRAs are funded by employer contributions only, SIMPLE IRAs combine employer and employee contributions, and 401(k)s are primarily employee-funded with optional employer matches. Defined benefit plans may allow higher contributions for owners.
Employee Eligibility and Turnover:
SEP-IRAs cover employees 21+ with minimum tenure and earnings; SIMPLE IRAs have a $5,000 earnings requirement; 401(k)s and defined benefit plans generally cover all employees meeting age and hours criteria. Vesting is immediate for most contributions, with exceptions for 401(k) employer contributions.
Maximizing Contributions:
SEP-IRAs and 401(k)s allow higher contributions than SIMPLE IRAs, while defined benefit plans may offer the highest for late starters.
Ease of Administration:
SEP-IRAs and SIMPLE IRAs are simple to establish and maintain. 401(k)s may require more administration, though Safe Harbor options reduce complexity. Defined benefit plans are the most complex and costly to manage.
Choosing the right plan balances contribution goals, employee coverage, and administrative ease. Working with a financial professional can help identify the best fit for your business.
This material is for general informational purposes only and is not tax or legal advice. Consult qualified tax and legal professionals for guidance.