As a plan sponsor, you carry legal responsibility for your company’s 401(k). We serve as your co-fiduciary — helping you manage the plan correctly, protect yourself from liability, and maximize the plan’s benefit to you as the owner.
ERISA lawsuits against plan sponsors have increased dramatically in recent years — many targeting small and mid-sized companies for undocumented processes, undisclosed fees, and underperforming funds. The liability is real, and it falls on you personally.
At the same time, most business retirement plans are generic — set up to satisfy employees but not structured to maximize what the owner gets out of it. We fix both problems.
Fiduciary liability doesn’t come from bad outcomes — it comes from undocumented processes. We build the process and the paper trail.
Your 401(k) is both a fiduciary responsibility and your single most powerful personal retirement savings vehicle. We manage both sides.
Most plan sponsors don't know if their fiduciary process is documented, their fees are competitive, or their plan is designed to maximize their personal benefit. Let's find out.
Schedule a Free Call → See Plan Sponsor ResourcesA plan advisor handles investment selection and monitoring, benchmarks plan fees, supports the fiduciary documentation process, advises on plan design such as Safe Harbor and profit sharing, and delivers employee enrollment and education meetings. The advisory role is separate from the recordkeeper and third-party administrator.
DeMull Financial charges a tiered asset-based fee for plan advisory services starting at 0.75% and declining with plan size, subject to a $3,500 annual minimum. Fees are disclosed in writing and are separate from recordkeeping and administration costs charged by the plan provider.
Nondiscrimination testing compares deferrals by owners and highly compensated employees against everyone else. When rank-and-file participation is low, the owner's own contributions get capped or refunded. Improving employee participation directly raises what the owner is allowed to defer, which is why plan education is not just an HR benefit.