The plan’s participation rate was hovering at 50%, and with the company growing rapidly, they needed a better way to engage, enroll and educate plan participants. Plus, they were looking to reward key employees for their work through the profit sharing plan while helping improve retirement outcomes for all.
Case Study: Apparel
Increased participation and employee engagement through an automated plan design and individual consultation
Formalized plan commitee
with specific goals for the 401(k) to motivate participant behavior while reducing plan fiduciary liability.
Selected a new provider
to effectively engage and communicate with plan participants.
Initiated Plan Design Changes
including automatic enrollment at 6% and 3% safe harbor contribution for greater profit sharing flexibility.
Group educational meetings
held throughout the year to help improve employee understanding and action.
One-on-one planning sessions
to educate them on their retirement benefit, help them feel comfortable during the transition and diversifying investments.
INDUSTRY TYPE: Apparel Manufacturing
GEOGRAPHY: Central Pennsylvania
NUMBER OF EMPLOYEES: 126
PLAN TYPE: 401(k) Safe Harbor Plan
“The personal planning meetings make our participants feel better about their financial decisions.”
- 82% Participation after enrollment
- 66% Employees on track to retire successfully
- 4.7% Average employee deferrals
Plan participants have taken important actions and are better prepared for retirement.
- Introduced a financial wellness program
- Attended a one-on-one meeting and received a personalized action plan
- HCE’s are able to maximize their tax-deductible contributions