Him: "So you can roll your 401(k) holdings into a rollover IRA. The conversation went something like this: But the next year I had an opportunity for another session and didn't bother to do it.Īn interesting example of being "straight." I had turned 62-1/2 and our plan allowed in-service rollover to a Fidelity rollover account. Most of the conversation was about "retirement," not about "Fidelity funds." I thought it was worth the time. I thought the guy was helpful, pretty straight, not pushy, and did not push Fidelity products to any noticeable extent. When I worked at a company with a Fidelity-managed 401(k) plan, they had a no-cost-to-me "annual retirement checkup" with a CFP whose Fidelity card said something about his being from their "retirement services" group. I'll say, "Yeah, if it doesn't cost you anything out of pocket, it's worth a shot to try and and see what you think." If nothing else, you'll probably get your account flagged for "Fidelity Premium Services" which gives you access to a set of call center reps who are pretty decent. But go in with low expectations and high skepticism. After my last f2f meeting, which they initiated ("a six-month review"), I decided that going back is probably a waste of my time. They have helped me find my way around Fidelity's online tools. ![]() The current one wasn't aware of how tIRA assets interfere with backdoor Roth. When I've had questions re: beneficiary planning, they've been FAR less helpful than Jim Lange's "Retire Secure" book. His replacements have been moderately clueless, but at least they haven't made any promises they didn't deliver on. The first CFP made a deal with me: move more of my money to Fidelity and get ongoing financial planning services, including (as I understood it) a full financial plan. No one has tried to sell me any higher-priced services (yet), though one has gently pitched annuities ("fixed expenses should be met with fixed income"). ![]() And, after the first guy left Fidelity, I've done it with two more. The authority to make such changes rests with the Plan Administrator.I have done this. Scientific Games reserves the right to amend, suspend or terminate any benefit plan, in whole or in part, at any time. In the event of any inconsistency between the information contained herein and the applicable plan documents, the provisions of the plan documents shall prevail. All questions or claims regarding these programs should be directed to the insurer.Īll benefit plans are governed by master policies, contracts, and plan documents. Accordingly, these voluntary insurance programs are not subject to ERISA and related regulations. Scientific Games does not receive any consideration in the form of cash or otherwise in connection with the program, other than reasonable compensation, excluding any profit, for administrative services actually rendered in connection with payroll deductions. Scientific Games'S involvement regarding these voluntary insurance programs is strictly limited to allowing the insurer access to employees to publicize these programs and Scientific Games may perform certain ministerial functions such as payroll deduction and forwarding employee premium payments to the insurer. Scientific Games does not sponsor, maintain, endorse, recommend, or promote these voluntary programs. Scientific Games does not make a contribution towards the cost of these programs and employees pay the full cost of premiums on an after-tax basis. Whether you choose to enroll in any of these programs is completely optional and voluntary. ![]() The SBC is available on A paper copy is also available, free of charge, by emailing Games permits INSURERS to offer employees of Scientific Games certain voluntary insurance programs. ![]() Purchase of Shares on December 31 If you are eligible to participate in the ESPP, you will be notified of the nextĪ Summary of Benefits and Coverage (SBC) has been designed to assist you with better understanding the coverage being offered to you, and to allow you to compare coverage options. July 1 – December 31, with participating employee contributions over the Offering Period being applied to January 1 – June 30, with participating employee contributions over the Offering Period being applied to (including Puerto Rico), Australia, Canada, Greece, India or the UK as of the beginning of the Option Period and your Eligible Compensation in the prior calendar year does not exceed the equivalent of $250,000 (USD), you are eligible to participate in that Option Period. If you are an employee of the Company or a designated subsidiary, customarily employed at least 20 hours per week, located in the U.S. The ESPP provides an opportunity for employees to purchase shares of Scientific Games Corporation common stock (“shares”) at a 15% discount via convenient, after-tax payroll deductions. Scientific Games is pleased to offer an Employee Stock Purchase Plan (“ESPP”) to its employees.
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