No. of Recommendations: 1
If you get some statistics about other programs, it might make them feel better. They could see how others are handling it and decide if that makes it more palatable.

Matching 50% of the first 10% is common. It is not so much, but it can grow for an employee quite nicely. There are other variations on the percentage. This does have a disadvantage of paying higher amounts with higher salaries.

The flat sum system is quite easy. You simply contribute the amount. However, you may find it to be more expensive. On the match, you only match people who contribute. If you have a portion of your company that doesn't contribute, then you are, in effect saving money. I've never heard of a company that has 100% voluntary contribution. In my company, I routinely bring up the charts showing growth and "sell" the 401K to my co-workers, but many do not participate.

The biggest drawback to the organization will be the manhours to work the new system. They will add costs to the contribution amount. I was reading recently that one place actually ends up with overtime to get the 401K matches to the investment company in a timely manner.

If you are going with TIAA, ask them if they have details you could use.

Good luck. Make sure you have a good index fund as an option and try to avoid annuities, they tend to be more expensive to the employee.

fredinseoul
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