When CYA is Exposing Rather than Covering Your Assets

shutterstock_286288565.jpgI recently had the privilege of attending the National Plan Advisors Association (NAPA) annual conference where some of the best and brightest minds in the retirement plan industry gather to discuss best practices, pending and recent legislation, and industry trends. In one of the sessions it was noted that it is a fiduciary breach to make decisions just to protect yourself as a fiduciary. For me this was one of those “ah-ha” moments that made me sit back and think about the way that we make decisions as a co-fiduciary. Are we keeping the best interests of the participants first or focusing so myopically on fiduciary best practices from a CYA (cover your behind) perspective that we miss out on the big picture? Since I was forced to contemplate our process, I thought I would also share the basics of fiduciary duty with you as well.

 The plan is in place to serve the best interests of the
plan participants and their beneficiaries.
It’s as simple as that!

 One of the most important ERISA fiduciary rules is the exclusive purpose rule, established by ERISA Sections 403 and 404: “A fiduciary shall discharge his duties with respect to a plan solely in the interest of the participants and beneficiaries.” In order to fulfill your requirements of sole interest, ERISA established 4 guidelines for fiduciaries to follow.

  • The first is loyalty. To demonstrate this quality the fiduciary must act for the exclusive purpose of providing benefits to participants and their beneficiaries; and defraying reasonable expenses of administering the plan. In essence this guideline sums up that you work for your plan participants when running the 401(k) plan and it is your responsibility to make sure they get appropriate services for a reasonable fee.
  • The next is prudence. Fiduciaries must act with the care, skill, prudence and diligence under the circumstances then prevailing that a prudent man acting in a like capacity and familiar with such matters would use in the conduct of an enterprise of a like character and with like goals. This is where the advice of an investment professional can be the most valuable as it is expected for you- the fiduciary – to not just act with good intentions, but also with knowledge and care.
  • The third guideline is diversification of investments. Fiduciaries must diversify the investments of the plan so as to minimize the risk of large losses, unless under the circumstances it is clearly prudent not to do so. In my opinion, this is one of the most difficult demands to balance since most investors expect to have positive returns in their account every quarter despite market conditions or investment mix. However as the plan fiduciary, you have the responsibility to protect the participants from themselves.
  • The final guideline is to follow the plan’s governing documents. Fiduciaries must operate the plan in accordance with the documents and instruments governing the plan insofar as such documents and instruments are consistent with [ERISA] provisions. While this may seem like a “no-brainer”, it is in this guideline where I have seen the most common problems arise. We have seen everything from not having a signed plan document to incorrectly following the plan’s definition of compensation to mismatched vesting schedules.

In nearly all cases, plan fiduciaries act in the best interest of their participants through their actions without even thinking twice about it. However, there are very strict and expensive rules around making sure that you do so consistently and that you don’t inadvertently shift focus from them to you and your assets.

jamie kertis headshotJamie Kertis, AIF®, QKA
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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What the “F” ? – Part 4 – Future

wtf4What the “F” ?
A four part series that will address important themes of plan management

 If you’ve stayed with me through this four part series on the critical “F”s in 401(k) plan management (and thank you if you have), then hopefully you will agree that I have saved the best and most crucial “F” for last – Future. When you think about the last three “F”s , funds, fees and fiduciary, they all center around producing the best outcomes for the retirement future of your plan participants. Moreover, the main purpose of the Employee Retirement Income Security Act of 1974 (ERISA) is to protect the assets of millions of Americans so that funds placed in their retirement plans during their working lives will be there when they retire. So much focus is placed on protecting, growing and maintaining the assets during work that it leaves us asking what happens when your participant is ready to retire with those assets that he or she has worked so hard to amass or worse yet, what happens when your employee starts to plan his or her retirement and realizes there is not enough there to allow them to retire.

First let’s focus on how to best assist your employee during their working career to earn, grow and protect their retirement assets. As we have discussed, making sure that the funds in your plan are appropriate to help asset growth, monitoring the fees in your plan to protect against plan asset erosion, and acting in the proper fiduciary manner in order to maintain a compliant plan are all steps that you can take to help your employees while they are participants in your company’s 401(k) plan. Additionally, many retirement plan recordkeepers offer tools and calculators that your participants can utilize to model the potential shortfall or overage that they will have in monthly income during retirement. To clarify, most tools will calculate 75% – 80% of the participant’s preretirement income and turn that into a monthly amount. From there, the tool will analyze how much the participant can expect to generate on a monthly basis from the balance of their retirement account considering both current and future contributions and average market performance. The more dynamic tools will also let the participant enter outside sources of income, model for social security, account for medical expenses, and more. The participant will then be able to fairly quickly determine if they will have an overage or a shortfall in monthly income in retirement. This tool is commonly referred to as “Gap Analysis” and if the plan that you work with does not currently offer something like it, it may be time to consider adding it.

Providing tools like Gap Analysis to your participants is a great first step; however, we believe that it is essential that you take another critical step in assisting your plan participants by offering a dynamic education plan that encompasses both informative group meetings and impactful one-on-one meetings. We believe that our industry as a whole has done a poor job of reaching out to the average participant in a way that makes very difficult and often intimidating financial concepts surrounding a 401(k) understandable. Therefore, we believe in some basic concepts when it comes to educating your participants. The first is a concept in education called “Chunking” whereby a person attempts to make sense of something complex by breaking it down into smaller, more manageable units. We attempt to take daunting items like asset allocation, asset classes, match structures and vesting schedules and explain them in a way that is relatable to most participants. Furthermore, we believe that it is imperative to not only engage the left brain, analytic side of the brain when describing investment concepts, but also to involve the right brain, emotional side to truly appeal to the participant. I’d be willing to bet that you have seen the look before in your employee’s eyes when you start into a dry or, dare I say boring, concept in an employee meeting and immediately the stares glaze over and the head nodding begins. By engaging the creative and emotional side of the brain, we have found that we get a much better engagement and communication in our employee education events which can lead to more action when it comes to making a decision to participate in the plan. Caleb Bagwell, our employee education specialist says, “Participants have been told their entire working life that they need to save.  It’s not a foreign concept to them.  The problem is that no one has taken the time to show them why! Why should they be using the 401(k)? Why can’t they depend on social security? We need to bridge the gap between the discomfort of delaying gratification now, and the payoff they will receive in retirement, and that bridge is built through education.”   I would encourage all of my readers to visit Caleb Bagwell’s blog, Motivated Monday, to learn more about how he is taking a fresh approach to engaging and inspiring employees to take a new look at their retirement futures.

Finally, when it comes to weighing the importance of your participant’s future against the immediate needs that are constantly pressing, we urge you to consider the potential cost that employees who cannot afford to retire may have on your business’s bottom line. We know and fully appreciate that there are situations where the experience, knowledge and wisdom that comes with long time employees cannot be replaced, but we are also fully aware, as should you be, that the more senior the employee the greater the potential for higher costs associated with that employee. These costs can include anything from greater absenteeism to higher salaries to increased medical costs. Case in point, we have a business contact who hired a practice manager over 6 years ago to streamline their operations in anticipation that many of the staff members that currently served in administrative roles would soon be retiring. Flash forward to today and that company now has the highly paid practice administrator that they hired 6 years ago along with all of the other 9 employees that were planning on retiring who cannot because they cannot afford to. This is an all too real situation that many companies find themselves facing, but we believe with proper education it can possibly be avoided.

John Adams, our second President, said “There are two educations. One should teach us how to make a living and the other how to live.” We could not agree with this statement more whole-heartedly when it comes to educating employees about their retirement futures. It is absolutely a balance between making your living and living the life you want now and in the future. If you feel like there may be a better way to help your employees achieve the future that they want, we’d love to hear from you.

Jamie Kertis, AIF®, QKA jamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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CPA Value to Their Clients

value.jpgWhile you are in the midst of finishing personal tax returns, filing extensions, viewing recordkeeper’s reports, sorting through transaction ledgers amongst countless other tasks associated with the normal course of your business, it may be tough to fathom stopping to ask yourself “What other value could I be adding to my clients?” So I have done that for you! Here are a few ideas that you can immediately add to your practice that could add additional value to your client relationships.

  1. Nonqualified Deferred Compensation Plan – If you are a CPA who works with high net worth individuals or business owners, simply mentioning the idea of a Nonqualified Deferred Compensation (NQDC) plan may be enough to spark your client’s interest. A NQDC plan is a type of savings plan that a business sets up that allows a select group of individuals to put away sums of money over and above what a traditional retirement plan allows. There are several forms of investments that a NQDC can utilize, including mutual funds and corporate owner life insurance, and you must have a plan document in place. However, as the name states because the plan is nonqualified there are not the same restrictions to contributions or participation and there is no annual compliance testing associated with this type of plan. It should be noted that NQDC plans are suitable only for regular (C) corporations. In S corporations or unincorporated entities (partnerships or proprietorships), business owners generally can’t defer taxes on their shares of business income. However, S corporations and unincorporated businesses can adopt NQDC plans for regular employees who have no ownership in the business. There are many more nuisances to a NQDC which we would be happy to help you explore if you have a client who is interested in learning more.
  2. Safe Harbor Features – If you audit a plan that consistently fails testing resulting in the highly compensated employees receiving refunds, it may be time for that plan to explore the options of adding a Safe Harbor feature to their plan design. A Safe Harbor 401(k) plan generally satisfies annual compliance testing. By satisfying annual compliance testing through either an approved matching formula or non-elective formula, the highly compensated employees are no longer at risk of receiving a refund of their deferral dollars.   The stated Safe Harbor match formula is 100% match on the first 3% of elective deferrals and 50% match of the next 2% deferred and the stated non-elective contribution formula is equal to a contribution of 3% of eligible compensation for all eligible employees regardless of participation. In both cases, the participants must be formally notified of the Safe Harbor provision through a notice and the contributions are immediately 100% vested.

  3.  Automatic Enrollment – Another idea that can help that plan who consistently fails compliance testing would be to suggest adding an automatic enrollment feature. In a our best case scenario of automatic enrollment, all eligible employees would be enrolled at 6% with an auto-increase feature up to 10%; but, even adding automatic enrollment at the more widely accepted 3%, the plan is taking steps to not only increase their chances of passing annual compliance testing, but also to help their employees become better prepared for retirement.

As a CPA working side-by-side on a business owner’s personal return or auditing a corporation’s benefit plans, you are in a unique position to provide guidance on areas slightly outside your scope of services that may have a meaningful impact on the retirement success of your client and further cement your already valuable relationship. The information provided on our 3 value-add ideas was brief and there are of course individual circumstances that could affect the appropriateness of the recommendations; therefore, please reach out to me if I can be of any further assistance in explaining.

Jamie Kertis, AIF®, QKA jamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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25 Interesting Facts About Millennials

1abThere were 53.5 million Millennials employed in the United States as of May 2015, and by 2025, this generation will comprise almost 75% of the US workforce. Think about that, in less than 10 years 3 out of 4 people who are working in America will be have born between 1980 and 2001.      How much do you know about this upward rising generation other than their stereotype? Yes, they are adults who still like to play video games.   Yes, they have no idea what a typewriter was used for.   And, yes they are technology-dependent, eco-friendly, hipsters who like music that no other generation can possibly tolerate; but there’s more.

Here are 25 things to think about as you recruit, hire and retain Millennial employees:

  1. Pay ranks first among job factors that matter most to this cohort. Meaningful work is second, positive relationships with co-workers third and flexibility fourth.
  2. 82% of Millennials did not negotiate their salary, either because they were uncomfortable doing so or didn’t realize it was an option.
  3. 37% of Millennials left their first full-time job within two years.
  4. 26% said a better salary would have kept them around longer; 17% would have stayed with a clearer sense of how to advance in the organization.
  5. 63% know someone who had to move back home because of the economy.
  6. Millennials list Google, Apple, Facebook, the US State Department and Disney as their top ideal employers.
  7. 94% enjoy doing work that benefits a cause.
  8. 63% want their employer to contribute to a social cause.
  9. 77% would prefer to do community work with other employees, rather than on their own.
  10. 57% want their organization to provide companywide service days.
  11. 47% had volunteered on their own in the past month.
  12. 75% see themselves as authentic and are not willing to compromise their family and personal values.
  13. $45,000 is the average amount of debt carried by Millennials.
  14. More than 63% of Millennial workers have a bachelor’s degree, but 48% of employed college grads have jobs that don’t require a four-year degree.
  15. 70% have “friended” their colleagues or supervisors on Facebook.
  16. $24,000 is the average cost of replacing a Millennial employee.
  17. 15% of Millennials are already managers.
  18. 56% wouldn’t work for an organization that blocks social media access.
  19. 69% believe it’s unnecessary to work from the office regularly.
  20. 41% have no landline phone access and rely solely on their mobile phone.
  21. 65% of Millennials say losing their phone or computer would have a greater negative impact on their daily routine than losing their car.
  22. 29% of Millennial workers think work meetings to decide on a course of action are very efficient. Compared to 45% of Boomers
  23. 54% want to start a business or already have done so.
  24. 35% have started a side business to augment their income.
  25. 80% of Millennials said they prefer on-the-spot recognition over formal reviews, and feel that this is imperative for their growth and understanding of a job.

1a.jpgThere is a lot of interesting facts here. I think we could use them in all sorts of contexts; think about it all specifically in terms of hiring employees and even more important for retaining them. Employee turnover costs skyrocketing. According to the Center for America Progress, the replacement cost of an employee who earns $30,000 to $50,000 a year is 20% of annual salary for those mid-range positions. So the cost to replace a $40k employee would be $8,000. For higher level employees, the replacement costs skyrockets to 150-200%.   For a $100,000 employee, the cost just to replace him/her can be easily $150,000.

The influence of a strong company culture is a huge factor that results can equate to what Gen Xers and Baby Boomers look at as loyalty.   Millennials can be long-term, engaged employees, but not at 1970, 1990 or even 2010 standards.   It is time to make some changes.   It will cost you too much not to.

Sources:

  • Society for Human Resource Management, The Brookings Institution, Dan Schawbel

Jamie Kertis, AIF®, QKAjamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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Calling All COIs

coi

Poll most business owners, presidents of companies, or C-level executives about who are there most trusted advisors are and chances are you will get the same answers: their spouse, their attorney, and their CPA.

As a CPA, who are your most trusted advisors?  Do you have an attorney or other professional who you can turn to for ideas or advice to help you expand your knowledge base and bring new ideas to your clients?

Argument for an Attorney

When determining which attorney to work with as a center of influence, first take a look at your own practice and where your clients may have a specific need.  If you work with a large number of business owners, there may be a need for an attorney that has a strong working knowledge of buy-sell agreements, estate planning, or liability.  Additionally, if you are a CPA who deals with business clients and their qualified retirement plans, there is a good chance that you will come across a situation that will require an outside opinion, sometimes even a legal opinion, on the operation of the qualified plan.  I would argue that it makes more sense to have already vetted and established an relationship with a legal professional before the situation arises that you need to recommend one.  Attorneys also can provide you with insights and opinions that can help you guide your clients away from trouble to begin with.

Argument for a Financial Advisor

Similarly when deciding which advisor to partner with as a center of influence, first take a look at your practice to determine if it would make more sense to partner with a professional that specializes in personal wealth management or qualified plan management.  If you find that most of your practice is focused on personal returns and individual tax preparation, then it would make more sense for you to team up with an advisor that also focuses on that form of client service.  On the other hand, if your practice is focused on qualified plan audits and business tax preparation, then working with an advisor who also works on qualified plans is the best way to go.  The pool of advisors that focuses on qualified plans, such as 401k plans, is much smaller, but our knowledge base of the challenges that our 401(k) clients face can be very valuable.  For instance, a qualified plan advisor is integral in changing plan service providers.  Although a service provider change may not seemingly have an impact on your ability to conduct an audit, it certainly can when you consider the reports that you need to complete your audit and the vast differences when it comes to the availability of reports on a provider website.  If you have a relationship with that advisor prior to the conversion taking place, you will have a better chance to give your opinion on the new provider that is chosen.

Cultivate the Relationship

In both cases, attorney and advisor, these professionals are more than likely looking to add value to their clients and you as a CPA have an excellent opportunity to do just that.  Perhaps you could consider hosting joint lunch and learns, seminars, or webinars that offer content to clients from your unique perspective as a CPA.  For example, I recently learned there is a significant difference between a limited scope and full scope audit offered to plans with over 100 employees; I would not have gained this useful information had it not been for my relationship with a trusted CPA partner.  Vice versa, I was able to inform this CPA group about the short-comings that we have seen in plan audits and what are clients felt were the most overlooked items in their audits.  In both cases, we were able to add value to our own practices while gaining information that we can pass along to our respective clients.

jamie kertis headshotJamie Kertis, AIF®, QKA
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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PPA Document Restatement Deadline Looming

ppa.jpgEvery six years, the IRS requires that employers using a pre-approved prototype or volume-submitter 401(k) document restate their plan document to incorporate any and all changes made to the regulations and tax laws that impact retirement plans. This go-around is labeled the Pension Protection Act of 2006 (PPA) restatement process and will pick up the changes made by the Pension Protection Act of 2006, the final 415 regulations, the Heroes Earnings Assistance and Relief Act (HEART) of 2008 and the Worker, Retiree and Employer Recovery Act (WRERA) of 2008. The window for restating your plan document opened on May 1, 2014 and will close April 30, 2016 which means if this is the first time that you are hearing about this restatement phase it is of the utmost importance that you contact your third party administrator (TPA) as soon as possible to get your restatement started.

Do I Have To?

The long and the short of it is “Yes”! Your retirement plan must follow the written plan document and the written plan document must follow the rule, regulations, and guidelines set forth by the IRS and the Department of Labor (DOL). Therefore, when one of these governing bodies makes changes to the rules, your plan must adopt to follow these rules. Most of the time, these changes can be handled through an interim or “snap-on” amendment to the plan, but when the number or the complexity of the changes gets to be too great, a restatement is required.

Who Should be Helping Me?

Your plan’s third party administrator (TPA) is more than likely the party that will be assisting you with the restatement of your document. Keep in mind that it is common for your TPA and your record keeper to be the same company, but that is not always the case. It is also important to determine if your plan is using a prototype or volume submitter document or if your plan is an individually drafted or designed plan. In most cases, your plan will be either a prototype or volume submitter, but it is definitely important to make sure you are clear on what type of plan you have as that will impact when and how your plan has to be restated.

Anything Else I Should Know?

Now could be a good time to review your plan to determine if any changes should be made to the plan provisions that are not specifically covered by the required restatement. For example, your plan could review the definition of compensation, Roth options, and/or automatic enrollment procedures and make updates to these or other provisions during the mandatory restatement. Just be ware not to change any “protected benefits” such as the timing or forms of distributions during the process.

By this time, hopefully your provider has already completed the restatement process or at least you plan’s TPA has reached out to you to discuss the restatement process; however, if not, it is time to make a call to your plan provider to get the process started! If you have any questions about the restatement process, what it means to your plan, or where to go for assistance, please let me know by calling 205-970-9088 or emailing me at jamie@grinkmeyerleonard.com.

Jamie Kertis, AIF®, QKAjamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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IRS: Skip Optional Compliance Questions on the 5500, 5500-SF for 2015

IRS: Skip Optional Compliance Questions on the 5500, 5500-SF for 2015

5500b.jpg

For 2015, plan sponsors should skip the compliance questions that were just added to the Forms 5500 and 5500-SF, and to Schedules H, I and R for the 2015 plan year. Revised versions of the 2015 instructions for both forms contain the new information regarding the optional questions.

The Department of Labor (DOL) announced this change in a Feb. 16 message to software developers for EFAST-2, the electronic system by which Forms 5500 are submitted. While the DOL has not yet posted these revised versions on the website of the DOL’s Employee Benefits Security Administration (EBSA), the agency says that it plans to do so.

The revised instructions read as follows:

Form 5500

IRS Compliance Questions. New Lines 4o, 4p 6c, and 6d were added to Schedules H and I. The IRS has decided not to require plan sponsors to complete these questions for the 2015 plan year and plan sponsors should skip these questions when completing the form.

New Part VII (IRS Compliance Questions) was added to Schedule R for purposes of satisfying the reporting requirements of section 6058 of the Code. The IRS has decided not to require plan sponsors to complete these questions for the 2015 plan year and plan sponsors should skip these questions when completing the form.

Form 5500-SF

IRS Compliance Questions. New Lines 10j, 14c, 14d, and new Part IX (IRS Compliance Questions) were added to this Form for purposes of satisfying the reporting requirements of section 6058 of the Code. The IRS has decided not to require plan sponsors to complete this question for the 2015 plan year and plan sponsors should skip this question when completing the form.

The IRS added questions to the Form 5500 and its schedules relating solely to IRS compliance issues because the IRS now requires that certain filers submit the Form 5500 Series electronically. It had said that answering the IRS compliance questions it added to the form was optional for the 2015 plan year.

Jamie Kertis, AIF®, QKAjamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

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October 16th – It’s the most wonderful time of the year…for accountants

Untitled design-2People often forget that for the accounting profession, this time of year can be very chaotic. The September and October 15th deadlines create a couple of months of heightened stress.  Everyone thinks April 15th ends the long days until New Years but accountants and anyone  lives with them knows better.   October 16th marks a big sigh of relief from accountants and CPAs (and their families).

We want to offer a list of things to do after October 15th to unwind and relax.  You deserve it!

  1. Catch on up world events.  Did you know Apple released the IPhone 6s while you were buried in tax forms this fall?
  2. Go to the movies.  The newest Hunger Games sequel should be out soon.    Aren’t you glad you  are an accountant instead of an actuary.   Can you imagine how many times people say to them, “May the odds be ever in your favor.”?
  3. Dine out.  Red Lobster is offering endless shrimp for a limited time only.   Better hurry.
  4. Watch the tube.   Now would be a perfect time to watch those Presidential debates that you DVRed.  If you haven’t grinned in a while, The Donald ought to elicit some stress-relieveing laughs.    The hair alone is worth a good chuckle.
  5. Start your Christmas shopping.   Only 70 days until Christmas.  Wait, scratch that as relaxing – THERE ARE ONLY 70 DAYS UNTIL CHRISTMAS!   Perhaps you should grab a glass of wine (or 2) and start cruising Amazon to get that shopping started.
  6. Spend some time with your spouse/significant other.   In case you are unsure, it is that person that sleeps on the other side of the bed from you.
  7. Visit with friends over coffee.   You probably haven’t heard but Starbucks has their Pumpkin Spice Lattes back on the menu.
  8. Play with your kids.  Remember those cute little humans running around your house that you’ve been “shhhhhing” the last several months; they are in fact fun to play with.  And they’ve missed you.
  9. Take a vacation.  Your next couple of months should be much slower.   Vacation deals are plentiful during hurricane season.   (another benefit of your career that no one told you in college)
  10. Throw a party!  Have fun.  You deserve it.  You have worked hard, now play hard.   Enjoy time with your family and friends.   Savor every moment of the holidays with loved ones because…tax season starts up again in January.

In January, we are offering an exciting leadership education for that will be eligible for continuing education credits in Mobile that coincides with the Reese’s Senior Bowl and Mardi Gras.     Space is limited.   Email us for more information: info@grinkmeyerleonard.com

Jamie Kertis, AIF®, QKAjamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162
www.grinkmeyerleonard.com

Contact Jamie

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