These plans are flexible, so employers can contribute more in good years and less (or nothing at all) when business is slow.Considerable contributions Profit-sharing plans may permit employers to make relatively large, tax-deductible contributions to employees’ retirement funds. Our management fees are extremely low, which means you pay less.
Nuts & bolts Participation in a profit-sharing plan typically must be offered to all employees age 21 or older who worked at least 1,000 hours in a previous year.
Employer contributions may vest over time, according to a plan’s specific terms. Withdrawals generally will be permitted at retirement, plan termination, and perhaps at other times, such as after age 59½. A profit-sharing plan may permit loans and hardship withdrawals, but withdrawals before age 59½ may trigger income tax plus an additional tax of 10 percent.
When you work with GMS, we take care of the details for you.
Plus, we centralize plan administration so you don’t waste time tracking down multiple vendors.
From what I know, fogcreek has a profit sharing plan that really works, but unfortunately the details are not divulged.
Also, Paul Graham has an excellent article on how to give the equity to startup employees.
But I don't think the formula is applicable in my case here, for the simple reason that I'm no longer looking for co-founder.
Our current profit sharing plan is actually quite simple: There's a bunch of profit at the end of the year and the amount over what the company conservatively needs to operate is split up amongst the employees based on how long they've worked at the company.
Employees will not owe income tax until the money is withdrawn; in the interim, any investment earnings can compound, untaxed.
In 2017, employer contributions can be up to 100 percent of compensation, with a ceiling of ,000.