We’ll Help You Help Your Employees

Better Plans
Better Employees

Why should you focus on your employees’ retirement options?

In a competitive market for talent, your retirement benefits set you apart. An employee-friendly program, including benefits and education, can help you attract and retain the best employees.

Education is a cornerstone of Morgia’s approach. We believe financial literacy empowers everyone to make better decisions and live a better life.

For our employer clients, we offer a high level of both plan management and employee education.

How Can We Help?

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What We Do

Team Meeting in Small Office

& Plan Design

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Young Business Owners Behind Counter



I don’t have a plan—how hard is it to create one?

Creating a plan has to be done according guidelines and government requirements. Our team has experience creating plans and can help you merge what is important to you and your employees with the current legal requirements and industry best practices.

Are there any tax benefits to opening a plan?

The SECURE Act of 2019 created significant tax credits to encourage formation of new plans. Contact us to learn how that could apply to your unique situation.

I want to change advisors—how long does that take?

Let’s first learn why you want to change advisors so we can better understand how to help. After that, it just requires some signatures for us to start supporting you and your plan participants.

Is the process complicated to change plan providers?

You should have a reason to change providers. Let’s talk about your goals and objectives so we can help you find the provider that can best meet your needs. This will usually require an RFP, and we’ll review the bids that the marketplace returns for your plan. Once you decide on a provider, we’ll start the transition. Depending on the complexity of the plan, this could take several months. We’ll build a timeline and work with you on the process.

What is a recordkeeper? A TPA? Why do I need them?

Each of these fulfill an important, required role in an effective retirement plan. The 401(k) recordkeeper is essentially the bookkeeper of the 401(k) plan, and they track who’s in the plan, what investments they own, and what money is going in or out. The TPA (Third Party Administrator) prepares employer and employee benefit statements, monitors the plan for compliance with IRS requirements, and prepares the annual reports required by federal agencies like the IRS and Department of Labor (DOL).

How can I, or my employees, save costs in the process?

We have found that a good benchmarking study can identify cost savings in three key areas: Investment Fund Expense, Recordkeeping and, Third Party Administrator (TPA). In a benchmarking study, we evaluate each area and look to a competitive marketplace to find comparable or better service at a lower price. In many instances we are successful, but there are situations when your plan is operating efficiently. You won’t know until you work with us to find out.

Why is my current advisor getting “Indirect Compensation”, and what does that mean?

This is compensation paid directly from the mutual fund company to the advisor. Typically, this indicates that the mutual funds offered in your plan may not be in the lowest cost share classes. If you have indirect compensation, please contact us so we can do a plan benchmarking study and see if we can find lower cost share classes to save your participants money.

How do I know if the fund choices that are offered are right for me, my business, and my employees?

The fund choices should be well-diversified, in the lowest cost share class available, meet your goals and objectives, and align with the needs of your participants. Many times, you will see several Target Date Funds, Large, Mid and Small Cap Funds, International Funds, Index Funds, Real Estate Funds, and others. We can help you review your fund line-up and point out any opportunities.

How much, if any, employer match should I offer?

Offering employer matching contributions is a major incentive to encourage employees to participate in the plan. We can work with you as the employer to figure out what percentage of employees’ salary you would like to match and what can the business afford to offer. Examples: 50% match of salary deferrals; up to 6% of compensation. Alternatively, 100% match up to 3%; plus 50% match on deferrals between 3% and 5% of compensation.

Do you have an education plan and resources for my employees?

We specialize in providing education through in-person meetings, 1-on-1 sessions, new employee orientation, and trustee/employer education. We also offer video presentations for remote learning. One of our key points of differentiation is the depth and quality of our educational materials.

Interested in a Complimentary,
No-Commitment 401(k) Plan Benchmark Study?