Financial Advisors and 401k Service Providers:
Register now
Grow your business - Be seen by your new clients. You may now register at no cost for inclusion in our database. is a Management Reporting System that has developed to set up and administer low cost Small Company 401k Plans and Solo 401k plans (also called Individual 401k plans) at dozens of asset custodians including the following brokerage houses:

  • Charles Schwab and Charles Schwab Institutional Services
  • Fidelity and Fidelity Institutional Services
  • TD Ameritrade and TD Ameritrade Institutional
  • T. Rowe Price
  • USAA
  • Vanguard
  • Wells Fargo Investments
  • And other custodians...

Employers - register now We provide 401k record keeping software as a service ("SaaS") and Third Party Administrative ("TPA") Services for 401k Plans with both Pre-Tax and ROTH 401k accounts at the brokerage house ("asset custodian") of the Employer's choice.

We provide IRS approved 401k plan documents, discrimination testing, compliance and reporting services (Forms 5500 and 1099R) directly to the Employer and/or through their accountants, advisors, consultants, plan trustees, registered representatives, registered investment advisors ("RIA"), fee based planners, financial advisors, CPA's, HR professionals, Lawyers, Bookeepers, 401k Brokers, experts and specialists.

Anyone can register, pay for, and use our service easily and profitably to set up and run a 401k plan for themselves or for an employer client. Only employers, including the self-employed, may sponsor a 401k plan. Employers, to get started, register here.

Our Fees:

All of our 401k plans have:

  • $0 Setup fees
  • $0 Loan fees (Borrow up to 50% of your account balance from any brokerage house, investment account or asset custodian)
  • $0 Plan amendment fees
  • $0 Tax return preparation and filing fees (IRS Forms 5500 & 1099R).
  • $0 Termination fees

Solo 401k Plans: receives an annual fee equal to 1/4th of one percent of the total account value annually (25 basis points) (with a minimum fee of $25 per quarter, per participant regardless of account size).

  • 1/4th of one percent (.25%) of total plan assets annual administrative fee (with a minimum annual fee of $100 per participant)

Company 401k Plans: (Companies with at least one non-spouse, non-owner W2 employee over age 21 who works more than 1,000 hours a year). receives an annual fee equal to $1,000 plus one-quarter of one percent (1/4th of one percent or 25 basis points) of the total plan assets. We have no per participant fees or minimum fees with Company 401k Plans.

  • 1/4th of one percent (.25%) of total plan assets annual administrative fee (plus an additional annual fee of $1,000. No other fees, minimum fees or per participant fees).

No hidden fees:

  • All of our administrative fees are paid directly by the Employer outside of plan assets as a deductible business expense. We automatically and electronically debit the Employer's bank account or charge a credit card for our fees on a quarterly basis.
  • We never debit the employee participant's account for any fees of any kind.
  • The custodian of assets charges separate transaction fees which are disclosed and assessed to the participant's account and mutual funds incur expense ratios. We neither set nor get any of these fees.
  • We receive $0 in sub-transfer agency fees.
  • We receive $0 in 12(b)(1) fees.
  • We receive $0 in placement fees (i.e. marketing fees, finders fees etc.)

Participants may invest in stocks, bonds and options and thousands of mutual funds. Many mutual funds have:

  • No broker's commission
  • No front loads
  • No back-end loads
  • No redemption fees
  • No 12(b)(1) fees does not set or get any commissions, fees or revenue sharing of any sort from the asset custodian(s) of the 401k plan. Any and all fees incurred with the asset custodian, including but not limited to transaction fees, account maintenance fees, custodial account fees, expense ratios and commissions are the sole responsibility of the customer. does not have any authority or control over the assets in the plan and may not withdraw any plan assets to pay our fees or for any other reason. We do not charge plan assets for any administrative fees. Our administrative fees are paid automatically and electronically by the employer from outside of plan assets. Our annual fees are pro-rated by quarter, assessed quarterly in arrears and subject to change by upon written notice to the Customer at least 3 months in advance. receives approval from US Department of Labor

La Jolla, CA, September 10, 2011 -- has been approved by the US Department of Labor to prepare, assemble and electronically transmit to the Department of Labor IRS Form 5500 and Form 5500-SF.

Form 5500 and 5500-SF are the annual information returns for 401k and other qualified retirement plans. There are currently only 17 companies in the United States on the U.S. Department of Labor approved vendor list. Other DOL approved vendors include Thomson Reuters, SunGard, Paychex, Intuit, Datair and CCH.

Loans may be made available to the participants, if desired, by the Employer and Plan Trustee from any and all of the brokerage houses holding the investments. We work with 45 different custodians, including: Asset custodians

IRS Revises Safe Harbor 401(k) Rules

La Jolla, CA Nov 15, 2013 --- Revisions to the Internal Revenue Service’s (IRS) rules governing contributions to safe harbor 401(k) and 403(b) plans make it easier for struggling companies to reduce or suspend those payments. Click here to read the new regulations.

The rule changes impact non-elective and matching contributions paid by employers to safe harbor accounts, which are designed to allow employers to circumvent the most difficult non-discrimination standards for qualified retirement plans so long as they make certain minimum contributions to all eligible employees, among other stipulations.

In short, the changes ease interim regulations enacted in the wake of the 2008-09 financial crisis to provide struggling businesses a way to reduce or suspend non-elective contributions in the face of “substantial business hardship.”

Before the IRS enacted the interim regulations, businesses had no way to reduce or eliminate non-elective contributions to safe harbor plans in the middle of a plan year. Matching contributions, though, could be cut or suspended at the mid-year point so long as 30-days’ notice was provided to plan participants.

The new rules are designed to alleviate confusion over what “substantial business hardship” actually entails. Under the new regulations, businesses can reduce or suspend safe harbor non-elective contributions at the mid-year point so long as they are operating at an economic loss and provide sufficient notice to employees.

ROTH rollovers now allowed 2013 Fiscal Cliff Legislation ("ATRA") allows more liberal conversions of pre-tax 401k accounts to ROTH 401k accounts.

La Jolla, CA, January 4, 2013 -- The 2013 budget legislation allows 401(k) participants to convert any amount of money in their pre-tax 401k account(s) to a Roth 401(k) account (if ROTH accounts are offered by their employer). The money, taxed at the time of conversion, can then be withdrawn tax-free at the time of retirement. Under prior law, you could only convert a pre-tax 401(k) account to a ROTH 401k account if you were eligible to take a distribution from the plan. This generally meant you had to be 59 1/2, dead, disabled, or separated from service.

The new ATRA provision will allow an intra-plan Roth conversion, regardless of whether you're eligible for a distribution out of the plan (as is required to convert a pre-tax 401k account to a Roth IRA). (You still cannot rollover from either a pre-tax or a ROTH 401(k) account to an IRA unless you're otherwise eligible for a distribution from the retirement plan).

DOL Issues Final 401k Fee and Expense Disclosure Rule

WASHINGTON, DC, October 14, 2010 -- The U.S. Department of Labor's Employee Benefits Security Administration today announced a final rule to give the estimated 72 million participants covered by 401k-type retirement plans greater information regarding the fees and expenses associated with their plans in order to better manage their retirement savings.

Many 401k-type plans allow workers to make their own investment decisions. Current law does not require that all workers be given the information they need to make informed investment decisions or, when information is given, that it is furnished in a user-friendly format. This rule will ensure that all workers who direct their plan investments have access to the information they need to make informed decisions regarding the investment of their retirement savings, including fee and expense information. Under the rule, workers will receive this information in a format that enables them to meaningfully compare the investment options under their plans.

"This rule provides uniform disclosure to workers about what they pay for investment options in their retirement plans," said Secretary of Labor Hilda L. Solis. "For the first time, workers will have at their fingertips important and accessible investment-related information to comparison shop among the plan options available to them."

The final regulation requires plan fiduciaries to:

* Give workers quarterly statements of plan fees and expenses deducted from their accounts.
* Give workers core information about investments available under their plan including the cost of these investments.
* Use standard methodologies when calculating and disclosing expense and return information to achieve uniformity across the spectrum of investments that exist in plans.
* Present the information in a format that makes it easier for workers to comparison shop among the plan's investment options.
* Give workers access to supplemental investment information in addition to the basic information required under the final rule.

Click here for the final regulation and click here for a copy of the fact sheet and sample investment chart and the FAQ contained in the DOL Field Bulletin or visit

401(k) and Profit-Sharing Plans

Highlights of 401(k) and profit-sharing plans.


  • Can be set-up by any employer other than a state or local government entity
  • Participant's retirement benefits based upon participant’s account balance
  • Allows employees to contribute to their own retirement through salary deferrals, up to $18,000 and an additional $6,000 if age 50 or older
  • Although not required, the employer can contribute to an employee’s retirement account.
  • The maximum combined employer and employee contributions are the lesser of 100% of an employee’s compensation or $53,000 for 2015 or more if catch-up contributions are permitted.
  • May exclude certain employees from coverage as long as annual coverage tests are met
  • More complex to set up and operate
  • Annual return usually required
  • Must usually satisfy annual nondiscrimination testing
  • Greater design flexibility
  • Plan may allow loans and hardship withdrawals
  • Immediate vesting in employee's own contributions


  • Can be set up by any employer
  • Participant's retirement benefits based upon participant’s account balance
  • Can include a feature allowing employees to contribute to their own retirement through salary deferrals, up to $18,000 and an additional $6,000 if age 50 or older
  • The employer can decide each year whether and how much to contribute
  • The maximum annual contributions are the lesser of 25% of an employee’s compensation or $53,000 (or more if catch-up contributions are permitted.
  • May exclude certain employees provided annual coverage tests are met
  • More complex to set up and operate
  • Annual return usually required
  • Must usually satisfy annual nondiscrimination testing
  • Greater design flexibility
  • Plan may allow loans and hardship withdrawals
  • May delay vesting of employer contributions
Dollar limits shown above are subject to cost-of-living adjustments for future years.

Deadline to establish 2015 Small Business Retirement Plans

To establish a 401k for the 2015 tax year, you must:
  1. * register at our secure and encrypted 401k management reporting system, (secure and encrypted at
  2. * generate your 401k plan documents (your 401k plan and trust adoption agreement)
  3. * sign and date two signature pages and
  4. * upload them to your file cabinet at
  5. * or fax them to our toll free fax number: (888-448-3668)
  6. * or email them to
  7. * or mail them to:, 1205 Prospect St Ste 400, La Jolla, CA 92037-3613

  8. Most 401k plans must be established prior to December 31 while new Safe Harbor Plans must be established prior to October 1 of the plan year. Employee salary deferrals may only be made from income earned after adoption of the 401k plan and after the employee executes a written wage and salary deferral agreement. As long as the 401k plan is established in the tax year for which the contributions are intended, the actual contributions may be deposited into the investment account after year end for the preceding year. To see more detail on when contributions are due, click here. To learn more about rollovers into and out of 401k plans, click here for a convenient Rollover Chart.

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