Your plan questions.

A comparison needs your current plan documents and fee disclosures, plus the proposed arrangement. Review administrative and investment costs together with service scope. Any savings depend on those terms and are not guaranteed.

Confirm the scope and any charge for a review before sharing documents. Ask what the written comparison will include and which information the team needs.

Costs can include administration, investment expenses and other charges. Ask where each appears in the disclosures and how it is paid, including any revenue-sharing arrangements. Do not rely on a single headline fee.

Yes. Each employee chooses, a managed portfolio matched to their risk across five tiers, or a self-directed account where they set their own holdings and target percentages with automatic investing. They can switch as their comfort changes.

The available enrollment steps and support depend on the plan and providers. Confirm the employee communication, required elections, deadline and contact for questions before launch.

Confirm which app features and services are included in the proposed plan. Separate brokerage or IRA accounts may have their own eligibility, agreements and fees. Read about the employee experience and ask for the applicable terms.

The work depends on the existing and proposed providers. Identify the transfer steps, payroll coordination, employee communications and any blackout period before deciding to switch.

Timing depends on provider notice requirements, plan documents, data readiness and transfer arrangements. Establish the expected dates and responsibilities with the relevant providers before proceeding; no standard completion window applies to every plan.

Confirm compatibility with your current payroll system and the proposed providers. The proposal should explain the data flow, any manual steps, error handling and whether a change would be needed.

Discuss traditional or Safe Harbor 401(k) arrangements, profit-sharing contributions and other options appropriate to your workforce. Design and administration require the relevant specialists; the proposal should identify the actual options and responsibilities.

Share a high-level description of your business and workforce so the team can discuss available arrangements and any minimums. Do not assume a plan or provider is suitable based on headcount alone.

The service agreements should identify the administrator, recordkeeper and other specialists responsible for tasks such as testing, Form 5500 and notices. Alooola’s advisory or coordination role does not remove the employer’s responsibilities. Confirm the allocation of work in writing.