TDM specializes in providing qualified retirement plan services to plan sponsors. Whether you're looking to start a new plan or need help with an existing one, we deliver valuable solutions to meet your needs. We pride ourselves on quality customer service.


TDM is a full service TPA (Third Party Administrator) and offers a full range of services. From plan design to a signature ready 5500.



An employer's success depends on the quality of its employees. Attracting and retaining high value individuals takes more than a competitive salary. Today's employees expect a benefits package that includes a retirement plan. Our goal is help you find the right solution for your retirement plan needs.

Profit sharing plans consist of employer contributions that can be subject to a vesting schedule. These contributions are tax deductible to the employer and are limited to 25% of eligible compensation. Contributions are usually made on a discretionary basis determined by the employer. Flexible plan design allows the employer to choose an allocation formula best suited to its goals.


Traditional profit sharing plans are usually allocated on a salary ratio method. In this scenario all eligible employees receive the same percentage of compensation as an allocation. An alternative to this would be a flat dollar amount, where all employees would receive the same contribution amount.


Age-Weighted plans allow for an allocation based on both age and compensation of employees. Older participants will receive a larger proportion of the allocation with this plan. This can be advantageous where a company’s valuable employees are significantly older than other employees.


New Comparability plans (sometimes referred to as Cross Tested plans) allow for an employer to divide its employees into different classifications with different allocation rates. If non-discrimination testing is passed, the employer can set higher allocation rates to various classes of employees. Classes can be set by ownership, officers, divisions, and more. These plans work well for small employers looking to maximize contributions for a specific class of employees.

401(k) Plans can consist of both employer and employee contributions. These plans allow participants to make their own contributions to the plan on a tax deferred basis. While a majority of employers will contribute some type of match to the plan it is not necessarily required. A 401(k) Plan allows for employees to contribute significantly more money than an IRA. If an employee is at least 50 years old they are allowed to contribute even more through catch-up contributions. These plans do require non-discrimination and other compliance testing that could limit the contributions of certain "Key" or "Highly Compensated" employees.


Safe Harbor 401(k) plans allow for some relief from these non-discrimination tests. A Safe Harbor 401(k) Plan requires either a match of 100% up to the first 3% of compensation and 50% of the next 2% or an employer non-elective contribution of 3% of compensation. Both of these contributions must be 100% vested. The benefit of a safe harbor plan is to ensure that Key and Highly Compensated Employees can maximize their deferral contributions.


Roth 401(k) contributions were introduced by The Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRRA). This allows employees to make after tax contributions to a plan and take qualified withdrawals tax free, similar to a Roth IRA. One benefit of a Roth 401(k) is that there are no income restrictions like those imposed for a Roth IRA.

Cash Balance plans are defined benefit plans that look like a defined contribution plan. These plans define the benefit using a notional account balance. Each year the account is credited with a principal and interest credit. The standard form of distribution is a lump sum payout equal to the account balance. Cash Balance plans are popular with employers that have high income earners because they have higher contribution limits then defined contribution plans.


403(b) plans are available to 501(c)(3) tax-exempt employers, school districts, hospitals, etc. These plans are similar to 401(k) plans in that they allow employee deferrals and may offer an employer match. 403(b) plans do have some compliance testing requirements, but generally have fewer compliance requirements than 401(k) plans.


457 plans are available to state or local governments and tax exempt organizations under IRC 501(c). These plans allow for employee contributions and employer contributions.

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