Do Better​ than OregonSaves — Get a Ubiquity 401(k)

1. Qualify for up to $16,500 in tax credits that aren’t available with the state-run IRA
2. A Ubiquity 401(k) 100% complies with the Oregon state mandate requirements
3. A Ubiquity 401(k) could help save more in personal and business taxes than the OR state plan while lowering taxable income
4. A Ubiquity 401(k)s plug-n-play payroll integration saves time and prevents stress by integrating payroll and automating plan administration
5. Transparent, flat fee structure

It’s hard to believe, but it’s true. Ubiquity charges only ​flat fees that don’t cost you more as your ​retirement savings grows. But with the OregonSaves plan,​ your fee will get bigger and bigger as your retirement​ balance grows over the years. Over 30 years, you could end up with over $13,385 more money with us vs. using the Oregon state plan⁴. The​ better plan is clear — the Ubiquity 401(k)!

Let’s look at the following example:
Jennifer and Joshua each have retirement plans that they contribute $6,000 to every year. Jennifer’s plan is with Ubiquity Retirement + Savings and her fees are flat $6/month. Joshua’s plan is with Oregon Saves and his annual asset based % fee is 0.25% plus $6/year.

It grows an average of 10% every year. At the end of 30 years, Jennifer’s account is worth $1,088,436, with fees of $16,146 with her Ubiquity 401(k).

Joshua’s account is only worth $1,075,051, with fees of $23,992. Don’t be like Joshua — keep your money. Ubiquity’s flat fees could help you end up with over $13,385 more money over 30 years vs. the Oregon Saves IRA⁴.

You can either choose the state plan with limited options or you can choose the better plan, the one thousands of your fellow Oregon small business owners have chosen: the Ubiquity 401(k).

* This limit is subject to cost-of-living increases for later years.

** Eligible employers may be able to claim a tax credit of up to $5,000, for three years, for ordinary and necessary costs of starting a 401(k) plan. IRS’ qualifying factors are: you had 100 or fewer employees who received at least $5,000 in compensation from you in the preceding year, you had at least one participant who was a non-highly compensated employee (NHCE) and in the three tax years before the first year you’re eligible for the credit, your employees were substantially the same employees who received contributions or accrued benefits in another plan sponsored by you, a member of a controlled group that includes you, or a predecessor of either. Those plans with automatic enrollment can claim a tax credit of $500 per year for a 3 year taxable period.