A Whole New Way of Thinking about - Retirement Funding

Advantages

Employers

Employers and business owners frequently struggle with finding ways to assist employees, particularly executives, management, professional and high income sales employees effectively fund for their retirement needs. For these high wage earners, traditional 401K and profit sharing plans suffer from their low contribution limits, employer matching requirements and volatile investment performances which can drain company revenues and still leave employees with insufficient retirement savings. Although Defined Benefit Pension Plans may allow for higher contribution limits the requirement that funding be made for all rank-and-file employees may make such programs impractical and in any event they are subject to market volatility.

Through implementation of The Kai-Zen Plan^TM, however, employers can establish the program as a Voluntary Benefit Plan, in which individual executives, professionals and other employees can determine for themselves whether or not to participate and they can individually determine their annual contribution amounts (subject to plan design). In addition, The Kai-Zen Plan^TM can be structured so as to avoid the non-discrimination rules of ERISA thereby eliminating the need to fund for rank-and-file employees.

Employees

For high income employees, business owners, franchisees and some independent contractors, The Kai-Zen Plan^TM provides an opportunity to truly supercharge retirement savings. More importantly the plan includes a death benefit of at least $1 million or more to help a family maintain their standard of living in the event the primary wage earners career should be prematurely cut short as a result of death as well as providing long term care and critical illness coverage. All of this while protecting investment principal from downside market risks.

Since The Kai-Zen Plan^TM does not require employer sponsorship, individual employees who meet the qualification requirements can participate even if their employer and other employees choose not to. The typical funding period for the Plan is only 1-5 years which provides a short time horizon which simplifies budgeting and retirement savings projections.

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