The 403b is the primary marketplace for Stuart Financial. Some of our senior officers are retired educators who have brought their knowledge and skills to our Company and who, along with key core companies such as Great American, ING, Allianz and others, are able to provide our Associates with guidance to best serve our clients who are eligible to invest in this plan.

A 403b is a retirement plan that allows employees of educational and certain non-profit organizations to contribute on a salary reduction basis. The 403(b) is similar to the 401(k) plan except that it is only for schools, universities and non-profit entities. It can take the form of a fixed or variable annuity or a portfolio of mutual funds. Variable annuities and mutual funds are securities that involve risks including possible loss of principal. Carefully consider a sub account's or fund's investment objectives, risks, charges and expenses before investing. This and other information is contained in the contract's, sub account's and fund's prospectus available from your representative. Read the prospectus carefully before investing.

The plans or products can be “transferred” to a new 403b plan or product with a new employer if certain conditions apply or, under certain circumstances, to an IRA. It is possible that surrender charges could apply in some circumstances. This should be discussed with your representative. Provided that the new plan or product has restrictions it can be “transferred” into a new product. It is possible that surrender charges could apply in some circumstances. This should be discussed with your representative after thorough review.

These tax deferred products are an ideal way for school district and college and university employees along with employees of other eligible organizations to save for retirement with pre-tax salary reductions.






401(a) Market
1.) Special Pay Plan 401(a)/403(b) – This plan allows governmental employers the ability to convert all unused sick/vacation pay and retirement stipends for all new and some existing retirees into a qualified retirement plan contribution. This conversion process allows both the employer and the retiring employee the ability to reduce full FICA taxation (7.65%) when applicable on these payments in addition to deferring the ultimate income taxation.

2.) PRIME-Plan (trust) - Post–Pre Employment Incurred Medical Expense Plan – This plan is designed as a prepackaged product that provides actuarial, trust, investment and administrative services to support governmental client’s needs for funding of their post / pre employment medical liabilities.

3.) PRIME-Choice - Is an Employer Sponsored Plan that consists of two plans working together; the Special Pay Plan and the PRIME-trust which provides a choice mechanism that allows employers to determine the retiring employees needs and provide either a tax advantaged cash payment through a 401(a) / 403(b) Special Pay arrangement or provide
a PRIME-(trust) Account that the participant can access tax-free to pay for post-retirement medical expenses until exhausted…solving “Constructive Receipt” issues for all governmental and non-profit employers.

4.) PRIME-Core- Concept - With alarming increases in health care costs, governmental employers are looking to consumer-driven health plans as means to encourage their employees to be value-conscious health care consumers and take ownership in the benefits that they are provided. This Program consists of a high deductible “Core” group medical plan combined with a funded tax-free PRIME-(trust) (Funded -HRA) utilized for all qualified medical expenses for current employees and their dependents during employment; The 401(k) for Health Care!.

5.) FICA Alternative Retirement Plan – This plan allows certain governmental employers the option to elect part-time seasonal and temporary employees (PST’s) out of Social Security and provided an alternate retirement plan under IRC Sec 3121. By making this election
the governmental employer saves the matching portion of social security (6.20%) on the total payroll for all PST employees.






457 Market
Supplementing our penetration in the TSA/K-12 market, we offer a wide range of products and providers for the governmental and local jurisdiction entities.

We can also provide service for employees of various levels of government (state and municipal) who are eligible for another form of deferred compensation plan called a 457.

Under IRS Code Section 501, a deferred compensation plan is available to employees of state or local governmental entities, their agencies and many tax-exempt organizations. It is called a 457 Plan.

An eligible Section 457 plan resembles a tax-qualified plan in that, as long as the plan meets the requirements of Code Section 457, the plan participants are not taxed on the accumulated plan interest until that person actually receives distributions.

401(k) Market
The 401(k) plan is a popular retirement plan option for small, medium sized and large companies. There are many advantages, both for the employer and the employee, to saving for retirement through the workplace.

Here are six reasons to save in a 401(k):
• transferable job to job
• easier to save through payroll deduction
• some companies offer a “matching” program
• decrease your tax withholding amount
• professionally managed investments
• up to date information