On this episode of PULSE, we dive into the game-changing legislation that is the SECURE Act 2.0. Compliance Risk Manager Zachary Keep shares many of the groundbreaking provisions included in SECURE 2.0 and their potential impact on employers, employees, and HR professionals. With tax credits, automatic enrollment, student loan matching, and other sweeping changes, SECURE is set to redefine the retirement landscape for years to come. HR professionals will have a lot to consider when it comes to this new legislation, but the good news is that the SECURE can also help attract and retain your workforce, as it makes participating in 401(k) plans easier than ever, incentivizes contributions, and even offers financial benefits for those struggling with student loan debt. Tune in to learn more essential details you need to know about the future of retirement in America.
Topics include:
00:00 – Welcome Zachary Keep
01:16 – Overview of SECURE Act 2.0 provisions
03:41 – The impact of SECURE 2.0 on employees
06:05 – The benefits of offering a 401(k)s
07:49 – SECURE’s student loan matching provision
09:56 – New employer tax credits
14:06 – HR administration of SECURE 2.0 provisions
14:46 – New rules for hardship distributions
16:47 – Changes to catch-up provisions
17:36 – Retirement benefits for part-time employees
18:26 – The impact of automatic enrollment on retirement
20:01 – Establishment of a retirement “lost and found”
20:54 – The benefits of pooled employee plans
22:46 – What to expect next from SECURE 2.0
24:54 – Wrap up
We’ve got all your FAQs on SECURE 2.0, here: https://bit.ly/3OZcIyK
To learn more about the incentives SECURE 2.0 offers to businesses and employees, visit: https://bit.ly/3QBzTQY
What’s happening in your state? Check out your state mandated retirement programs, here: https://bit.ly/45bXagJ
From enrollment to plan maintenance, we can help you tackle SECURE 2.0 by taking care of all of your retirement plan details: https://bit.ly/3OFQe4A
DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.
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