Retirement & Insurance Plan Administration

By following retirement plan best practices, you can:

• Increase participation in the plan

• Help your employees save for a dignified retirement

• Reduce your staff's financial stress 

Read about the five best practices, from auto enrollment to Roth post-tax savings, that can help your employees meet their long-term retirement goals.

Both you and your employees can contribute to an employee's retirement account. Employees contribute directly from their paycheck, either pre-tax, post-tax Roth, or both. 

There are no minimum contribution requirements for employees or employers. However, the IRS sets maximum amounts that employees and employers can contribute annually. If employer contributions exceed the annual limit, RPB automatically places the excess into a Rabbi Trust account in the participant’s name.

During enrollment, employees will fill out an elective deferral agreement indicating how much they'd like to contribute to their account and whether those contributions should be pre-tax, Roth post-tax, or both. You can use your organization's own form or RPB's sample form.

Visit our enrollment page for employers for step-by-step instructions on enrolling your employees in RPB.

Employer contributions are at your discretion. Your organization decides:

• Which employees will receive employer contributions: some, all, or none.

• The contribution percentage for each employee. Staff in the same employee class should receive the same percentage, whether the class is based on longevity, job responsibility, or both.

• If there is a waiting period before employer contributions begin.

Employer contributions are only made pre-tax and are always 100% vested. (RPB’s plan doesn't offer vesting schedules.)

Why give?

Offering employer contributions is a way to put your congregation's values into practice: supporting your employees at all compensation levels so they can have a secure and dignified retirement. It also helps you attract and retain talented staff who want to work for an organization that cares for its people.

Read the Plan Narrative to learn more about employer contributions.

Use the MyRPB for Employers portal to make electronic contribution payments through the Automated Clearing House (ACH). Follow the detailed instructions in the MyRPB for Employers User Guide.

Submit employee contributions no later than 15 days following the month they were deducted from the employee’s paycheck. You'll receive a confirmation once each contribution has been processed.

Legal obligations and fiduciary responsibility

As the plan sponsor, RPB maintains the Plan Document, manages the fund lineup, and assumes fiduciary responsibility for all RPB plan participants.

As the plan sponsor, RPB maintains the Plan Document, manages the fund lineup, and assumes fiduciary responsibility for all RPB plan participants.

Schedule LTD premium payments in MyRPB for Employers:

• Before the open enrollment period closes, or
• Within 60 days of a new employee's hire date.

Only employers can pay LTD premiums to RPB; we don’t accept payments from participants. If your organization doesn't offer LTD as a benefit, your employees can still enroll and pay for it through you.

You must pay premiums with post-tax dollars. Otherwise, employees pay taxes on disability benefits and your organization continues to pay FICA taxes as long as the employee is on disability.

To pay premiums with post-tax dollars, use one of the following methods:

• Employer-paid benefit (employees do not reimburse you for their LTD premiums):
  • Increase the employee’s gross salary by the premium amount and withhold the same amount as a post-tax deduction.
  • Or, include the premium amount in the employee’s taxable wages on their W-2 to ensure they pay tax on the premium.
• Employee-paid benefit (employees reimburse you for their LTD premiums):
  • Withhold the premium amount as a post-tax deduction.
  • Or, have the employee write a personal check to you for the full premium amount. 

Learn more about making post-tax premium payments.

LTD premiums are based on the employees’ compensation and the waiting period between the onset of a disability and the commencement of benefits.

To enroll existing employees, log in to your MyRPB for Employers portal during open enrollment periods and click on Manage Plan Participants to add LTD. If you see their name in the list of employees, click +ADD LTD. Otherwise, click “Add New Participant” to get started. 

New employees can enroll in LTD within 60 days of their hire date. Otherwise, open enrollment occurs twice each year: in December for the upcoming year, and in July for 6 months of coverage from June through December of the calendar year.

Share the LTD explainer with employees who are interested in enrolling.

During open enrollment periods, log in to your MyRPB for Employers portal and click on Manage Plan Participants to review and update an employee's compensation and LTD benefits waiting period. You can adjust the compensation by clicking “ADJ COMP” and the waiting period by clicking “WAIT PERIOD”

LTD premiums and benefits are based on this amount.

If an employee is leaving before the end of the year, (for example if your rabbi is leaving on June 30) make sure you enter the future termination date to get a prorated premium amount. That way you won’t need to request a premium refund later.
 

To remove employees who are not renewing coverage, click “End LTD” on the “Manage Plan Participants” screen.

If the employee no longer works for your organization, then click “Terminate” and enter the termination date.
 

Requests for a refund of pre-paid premiums after employees have terminated coverage can be made through MyRPB for Employers within 60 days of the employee’s termination date.

You can export LTD records to Excel. Download the LTD Summary to help you calculate calendar year payroll deductions.