Printer Friendly

Sizing up your company's 401(k) plan.

While there is no "typical" 401(k) plan, surveys have identified some key features that many plans have in common, including eligibility, contribution matching, investment options and withdrawals. Here are some questions employers and employees can use to evaluate their plans, along with some benchmark statistics from a survey of 401(k) plan sponsors.


[] What is the waiting period before new employees can enroll in the plan?

Survey results: Waiting periods ranged from 1 to 12 months; 58% required employees to wait 12 months.

[] Does the plan allow all employees--salaried, hourly, union and part-time--to participate?

Survey results: 97% covered salaried employees; 85% covered hourly employees; 69% allowed part-time employees to participate (sometimes in a separate plan); 55% of union employees participated in a separate plan.

[] Does the plan permit rollovers from other qualified retirement plans, such as those of previous employers?

Survey results: 93% accepted rollovers--almost all (92%) without a waiting period.


[] Does the employer match employee contributions to the plan?

Survey results: 88% made matching contributions.

[] How are employer contributions determined?

Survey results: The most common formula was fixed amount per dollar up to a maximum percentage of salary (63%). The most common match was 40.50 per dollar contributed (51%). The most common matching percentage was up to 5% of salary (42%).


[] How long must employees wait before they are fully vested in employer contributions?

Survey results: 26% had immediate vesting, 24%, however, had to wait five years before becoming fully vested.


[] How many investment options are available for participants to chose from?

Survey results: 96% reported having four or more options.

[] How frequently can employees change their investment elections?

Survey results: 58% allowed changes every pay period (up from only 4% in 1989).


[] Does the plan permit participant loans?

Survey results: 86% had loan provisions, with 77% requiring a minimum loan amount of $1,000 or more.

[] Does the plan allow hardship withdrawals? If so, under what circumstances?

Survey results: 93% permit hardship withdrawals. Medical expenses, purchase or retention of a principal residence and college tuition are the most common hardships.


[] Does the plan sponsor offer a voice-response system, that allows participants to get information on account balances and make changes in investment options?

Survey results: 84% used voice-response systems (up from 35% in 1993).
COPYRIGHT 1998 American Institute of CPA's
No portion of this article can be reproduced without the express written permission from the copyright holder.
Copyright 1998, Gale Group. All rights reserved. Gale Group is a Thomson Corporation Company.

Article Details
Printer friendly Cite/link Email Feedback
Publication:Journal of Accountancy
Date:Mar 1, 1998
Previous Article:Consulting on the side.
Next Article:SEC urges Year 2000 disclosure.

Related Articles
How to start a 401(k) plan for your firm: a guide to establishing a retirement plan for small and emerging firms.
The future of your firm's 401(k).
Common 401(k) mistakes & how to avoid them.
Time to consider a 401(k) plan.
401(k) education: how much should I say?
Avoiding 401-Chaos.
IRAs and 401(k)s: how to pick the best plan; help your firm - or your clients - make the right choice.
Solo 401(k): planning for retirement? Another option for the self-employed.

Terms of use | Privacy policy | Copyright © 2018 Farlex, Inc. | Feedback | For webmasters