If you own a business, you can benefit from Constitution Wealth’s financial expertise and mutual traditional, family-oriented values. We’ll devise you the most appropriate retirement plans for your employees with your core values at the heart of our plan through 401(k) accounts and pension plans. Our team of experts will also suggest ways for you to defer some of your heavily taxed income using these options.

1) Work with an ERISA 3 (38) fiduciary investment manager

Reduce trustee liability since those in that position are personally liable for their investment choices and their monitoring. Only an ERISA 3 (38) fiduciary always allows trustees to delegate that responsibility.

2) Provide prudent portfolios

Giving employees a bunch of funds and telling them to invest for retirement doesn’t work well. We design five low-cost, globally diversified portfolios based on risk preference for employees. Then we give them a video interface to guide and educate them, which we recognize is incredibly important to today’s tech-savvy employees.

3) Insist on fee transparency

There have been lawsuits against plan sponsors based on making employees pay too much for their retirement plan. It’s important to see the fees today, and what they will be in five years as the money in the plan grows. We provide a transparent platform where all of the fees can be seen and minimized.

4) Optimize plan design

We design plans based on what clients are wanting to accomplish. Reduced liability and more deferrals for owners, better retirements for employees, a new recruiting tool and more.

5) Educate, advise, monitor

This is what we provide after our clients’ plans are implemented. We want to continue to encourage you to let your core values guide your decisions.


Defined benefit plans can be an excellent solution for high-income professionals, independent consultants, 1-15 person firms and self-employed individuals. They can also be used in conjunction with 401(k) plans at larger companies, which may increase the amount of annual retirement savings. Benefits to small business owners:

// Current year tax deductions
// Retirement contributions each year ($200,000 or more if qualified)
// The benefit of Constitution Wealth’s investing approach with over 80 years of financial market science and Nobel prize winning
economic research, with your core values guiding it all.

An employee stock ownership plan (ESOP) serves as an employee benefit plan and a corporate finance tool. ESOPs help business owners meet a variety of individual and corporate goals, giving employees an additional incentive that gives them a personal stake in the company’s success.

// Invests primarily in the stock of the employer that sponsors the plan.
// Can borrow money, and principal and interest payments may qualify as tax-deductible.
// Encourages employee ownership but retains management control
// May allow “tax-deductible” dividends
// Takes a company private with potential tax benefits

Benefits for Plan Sponsors:
// Attract, reward and retain employees
// Buy out one or more owners
// Create a more motivated workforce
// Raise capital or build debt capacity
// Provide a takeover defense
// Establish a market for stock in a closely held business
// Have significant tax advantages

The ESOP can finance future growth and expansion with pre-tax dollars. In S corporations, corporate net earnings may be exempt from both state and federal income taxes, to the extent those earnings are attributable to the ESOP. In C corporations, companies can take a tax deduction for dividends they pay on stock the ESOP holds.

Some qualified employee benefit programs may disfavor owners and highly compensated employees by placing limits on their contributions, payouts and tax advantages. This can make it very difficult to plan an adequate retirement income. A properly designed executive benefit program can help owners and key employees close this potential gap. Our non-qualified deferred compensation plans are an excellent way to recruit, retain and reward highly compensated employees. Employers can tie selected employees to the business while helping them secure their financial futures.

Advantages for Employers:
// Recruit, reward and retain skilled executives
// Limit a plan to a select group of executives or highly compensated employees
// Minimal ERISA reporting
// Flexibility in the design of the plan

Advantages for Employees:
// Defer income toward retirement
// May be placed in a lower tax bracket later
// Assists in obtaining sufficient retirement income
// Helps ensure their heirs will be provided for

Advanced strategies are for closely held businesses with annual profits of at least $1 million. These strategies may provide substantial risk management, tax, cash flow and other benefits.