AllPlans Consulting, Inc.

Cost-Efficient and Automated Solutions That Address HR's Data Challenges

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Employee Transfers and Multiple Locations

• Track the retirement plan deferral limit across multiple payrolls.
• Avoid sending unnecessary termination or “new hire” notices on transfers.
• Ensure loan repayments and deferral elections follow employees across payrolls.
• Handle complex situations like dual employment, where an employee's hours and compensation are split among multiple locations.

Find and Solve Data Inconsistencies

• Check that employment statuses are consistent with all related factors.
• Create reports that show whether the changes in contributions posted from one pay period to the next are reasonable.

Eliminate the Hassle of Repetitive Tasks

• Make it easy to find dependent changes in an Rx file before it's submitted to the claims administrator.
• Provide routine notices and letters (such as eligibility reminders) for employees that reach a certain age or tenure.

Design Consulting for Automatic Enrollment, and Automated Solutions for Administration

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Qualified Automatic Enrollment Programs for DC Plans

• Tailor Automatic Enrollment programs to maximize efficiency. For example, consider excluding classes of employees (such as students, rehired retirees, temporary employees) that are least likely to truly benefit from the program. As they move into the covered categories, they can then be included, even if that's months after their initial date of hire.
• Coordinate initial notification letters with payroll files instead of HR orientation to allow for the maximum degree of automation and consistency.
• Implement an adequate waiting period for negative elections to help minimize the number of “reversals” from the plan.

Automate Automatic Enrollment Processes and Procedures

• Introductory letters to the newly-eligible employees that give both the merits of the program and the date for making the negative election can be completely automated.
• Automation provides the means to track key events throughout the waiting period, such as a change in employment status or a separate deferral election.
• Based on their prior employment elections, we can avoid enrolling an employee or a rehire who continues to have deferrals taken out.
• Sending the auto-enrollment elections to payroll at the end of the waiting period can be done with only a small amount of manual intervention.

Maintain History and Management Reports

• Automatic increases can be considered for future years for those who have not made any other elections since their first introduction into the program.
• Management reports provide a means of evaluating the success of the program.

Automated Solutions for Retirement Plans Calculations

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Defined Contribution Plan Calculations

Our automated solutions for Defined Contribution retirement plans can figure the amount of employer contributions for you. These can be based on either a complex match, or a “base/floor/profit sharing” calculation, such as age and service weighted formula tiers. Special “grandfathered rules” can also be configured to apply only to a closed group of employees.

Defined Benefit Pension Plan Calculations

Our automated solutions for defined-benefit plans can provide just estimates or actual retirement amounts for the retiree, or even project future retirement benefits assuming a future retirement date. This system produces retiree paperwork, allowing you to maintain a history which can be kept alongside your payroll and HRIS data. Our solution is flexible and tailored to you, and most retirement calculations can be available within a few weeks.