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In the s, a new type of retirement product began changing the market in the same way exchange-traded funds are changing it today.
These k plans , named after subsection k of the IRS code, had something for everybody. These plans relieved employers of planning for employee retirements, returning that responsibility to the employee.
Equally important, employees had to pay into a k plan, taking much of the expense off of the employer. With the first generation of k -investors set to retire, is this plan living up to the hype?
Thanks to the self-directed option in some k plans, there is another way for employees to maximize their k savings and ensure that their retirement needs are met.
This could lead to a false sense of security, where the employee assumes that the decisions made for them are sufficient to meet their retirement goals.
First and perhaps most importantly, by allowing funds to be managed by a financial advisor, a relationship is formed, with somebody providing advice tailored to the person.
Not only will they invest the self-directed funds, but that relationship also gives the employee a person who can help them maximize the allocation of their non-self-directed money.
Having a trained person evaluating the prospectuses and making recommendations is far superior to electing the pre-made plans.
Secondly, this relationship would allow the financial advisor to produce a detailed report showing the person how much they will need in their retirement accounts in order to meet their retirement goals. Finally, some k plans are filled with fund options that are high in fees and low in performance. Money allocated to the self-directed option is open to any investment options allowed by the IRS , which includes a vast offering of low or no-fee options, making the money work more efficiently.
Not all k plans offer self-directed options.
If they have self-directed options, then ask for a list of approved advisors. Although some consumer advocates would dispute that claim, the only fees that matter are fees charged on the funds that the employee has access to, and if those fees are backed up by subpar performance, the employee may pay a lot to get nothing.
Employees need help and if they have allocated their k dollars on their own as well as chosen their level of contribution, it is likely that they will join the baby boomers , who are now retiring without enough money.
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