A Business Acquisition Can Change Both Companies’ Benefits Plans
David RileyReview retirement and health benefits before a business acquisition. Compare costs, employee effects, protected rights and who will execute the transition.
Retirement Contributions for Partners With Uneven Income
David RileyPlan partner retirement contributions around earned income, employee costs and cash flow. Reconcile projections before releasing the money.
Can Your Spouse Participate in the Business Retirement Plan?
David RileyCan your spouse join the business retirement plan? Review actual work, compensation, tax status, other employment and employee coverage.
Before Your Solo 401(k) Business Adds an Employee
David RileyReview employee eligibility, related employers, contribution costs, provider capability and reporting before an owner-only business adds staff.
Multiple Companies Can Share One Retirement-Plan Testing Problem
David RileyReview ownership, family attribution and service relationships before designing a plan. See how an incomplete employee census can understate employer costs.
When Partners Want Different Retirement Contributions
David RileyCompare partner goals with plan compensation, staff costs and testing. Evaluate contribution designs using the same census and funding assumptions.
A Side Business Does Not Give You a Second Personal Deferral Limit
David RileyCoordinate employee deferrals across jobs while evaluating a separate employer contribution. Check compensation, related employers and business cash.
S Corporation Distributions Are Not 401(k) Compensation
David RileySeparate S corporation wages from distributions when planning 401(k) contributions. Reconcile payroll, plan compensation and employee costs.
Partners Do Not Calculate Retirement Contributions Like W-2 Employees
David RileySee why partner cash distributions do not establish retirement-plan compensation. Coordinate tax calculations, staff costs and funding responsibilities.
Solo 401(k) or SEP IRA: Start With How You Earn Your Income
David RileyCompare a solo 401(k) and SEP IRA using eligible compensation, other employer contributions, staffing plans and administration—not just headline limits.
