A Roth conversion option, which allows a worker from any one of three qualified retirement savings plans or accounts to rollover his assets into an internal or in-plan Roth IRA, is just one of the provisions of The Small Business Jobs and Credit Act that permits workers who have 401Ks, as well as employees enrolled into government-provided 457 plans and 403Bs to bulk up their retirement funds. Signed in September of 2010, the move will be possible for retirement savers as soon as the beginning of the following year. With this, employees can save more for retirement after taxes because they can avoid rolling over assets into an outside Roth account.
Anne Arvia, retirement plan senior vice president says that legislation of this sort helps workers boost their retirement finances significantly because of the additional resources of retirement income. In addition, the need of the worker for an individualized savings system is met by an employer, despite the number and diversity of all participants within a single company or business.
The reinstatement of the matching employer contribution in some companies in 2010 has also aided workers in saving more money for retirement. A widespread decrease in matching contributions from employers in 2009 occurred prior to it. However, some experts are not satisfied with the state of matching contributions. David Wray, Profit Sharing and 401K Council of America president, says that the number of firms putting up the match again does not do much to alleviate the effects of the widespread stoppage by many firms. Wray reports that of all the companies who have stopped matches in 2009, 60% have yet to implement them again. He further explains that deferral rates and participation has fallen gradually at these companies, and so have the rates at which their own employees are saving up for retirement.
Numerous and retirement professionals have also voiced their opinions about what they want to see in the new year regarding the match formula many employers use. Patricia Advaney, Diversified Investment Advisors senior vice president, wishes for plan changes to the formula; ones that can require participants to maximize their contributions to receive the largest match. For example, a plan needs to shift from a 50% employer match for a 5% contribution from an employee to 25% to ten percent. This equates to the same contribution ceiling, although the theoretical provision encourages higher savings towards larger and more stable retirement funds.