When you sponsor a 401(k) plan, you’re not just handing out a shiny benefit to help employees save for retirement. You’re stepping into a role that carries legal weight, personal responsibility, and—if you’re not careful— serious liability. I’ve been in this industry long enough to see well-meaning employers, HR professionals, and business owners step into the fiduciary firestorm with nothing but good intentions and a bad roadmap. That’s a dangerous combination. Let me be clear: the Department of Labor isn’t going to give you a gold star for trying hard. They care about whether you followed the rules, documented your decisions, and acted in the best interest of your participants.
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