Heartland Retirement Plan Services
FAQs

Check out frequently asked questions for help

FAQs

For your convenience, we have compiled these FAQs to help with any problems you may have. If you have a question that's not covered for suggestions for content, please email us at info@heartlandrps.com.

Retirement Plan Services FAQs

Personal Information FAQs

Retirement Planning FAQs

Connect with a Retirement Plan Services Professional to get started.

Find a Professional

 

Retirement Plan Services FAQs

I have some concerns about my company’s current retirement plan. What can you do for me?
The first thing we can and should do is a thorough evaluation of your existing plan. What are the “must-haves” for your retirement plan and what would you like to change? Do you know who your plan trustee is? What level of employee participation do you have now? Do you wish it was better?

We would want to review specific provisions of the plan. Some examples are: When can employees start to defer into the plan? When can they start distributions? Do you have different classes of employees? Do you have key employees? Do you have union contract workers and non-contract workers? Are you paying a match?

Finally, we take a look at your existing mutual fund menu. Many of our competitors start here, bypassing all that due diligence, and simply recommend different mutual funds. Although the investment alternatives offered are important and we will carefully examine them, we think other aspects of the plan are equally significant. Your employees should be educated about the plan and the investment alternatives.

Once we are your plan provider, we’ll make sure we meet with you regularly to keep you apprised of any regulatory changes and fund change recommendations. We’d want to make sure your concerns in the future are minimal.

 

I have employees who are counting on our retirement plan to fund their retirement years. How do I know they fully understand it and will be prepared when that time comes?
We have education specialists whose sole job is to meet with employees on site to do that very thing. They are approachable and explain things in a way that everyone can understand. To date, the feedback from our clients has been very complimentary whenever they have visited with our clients' employees. They feel comfortable asking our specialists questions and we never leave until every question has been answered. A typical comment we hear is, “They explained things in a way that wasn’t over my head.”

 

Can you come up with a retirement plan that will help me recruit and retain good people?
Yes. We have a track record of success in this area. Current clients tell us the plans we’ve developed do indeed help them retain their best employees while assisting them in attracting new ones.

Plan design makes the difference. Each employer, its business and its employees are unique. The plan should be custom-crafted to reflect those distinctions.

If you have an existing plan and it is not working for your employees, then you should investigate why. If they don’t see the plan as a valuable benefit, they will not participate. By extension, that means the plan will neither retain nor likely attract talented people. When we see low employee participation, we have frank conversations with employers about changes that could be made to improve the plan.

 

Personal Information FAQs

When I try to log into the website for the first time, what is my username and password?
The first time you log into the retirement website, your username and password are:

Username: Social Security number (no dashes or spaces)
Password: last four of your Social Security number

Once logged in, you will be prompted to create answers to four security questions, as well as change your username and password.

If in the future you do not remember your login information, call Heartland Retirement Plan Services at (800) 399-2083 and we will reset your login information to the information listed above.

 

How can I contact Heartland Retirement Plan Services if I have questions?
Heartland Retirement Plan Services (HRPS) does not utilize a call center for our participant questions. We are proud that our team gets to know our plans and our relationships. Therefore, you will always have a live person on the other end of the phone when you call.

To reach HRPS by phone, call 800.399.2083 between the hours of 8:00 am -- 6:00 pm CST. To reach HRPS by email, send the email to retirement@heartlandrps.com

We also visit our markets and clients throughout the year for face-to-face guidance and education.

 

Retirement Planning

What are the different sources listed under "Balances By Source"?
Your retirement account may be built of different sources of money. Each "source" describes the location where the money came from. Various rules apply to each source, so Heartland Retirement Plan Services must categorize each dollar contributed to your account for accounting purposes.

 

401(k) Deferrals This is the money you have contributed. You are always 100% vested in this balance.
Discretionary Employer Contribution “Discretionary” means this source is not guaranteed to be funded each year. It is up to the employer and it is an annual decision. This is usually a profit-sharing contribution. Depending on the employer’s plan document, this contribution may go to participants or all employees.
Employer Match A “match” contribution is added by your employer to incentivise/complement your own deferrals and participation. This source is added only when you contribute from your own deferrals.

 

What does it mean to be "vested" in my 401(k)?
Vesting refers to the ownership of certain sources in your 401(k). It essentially describes the money in your account that is yours at a given point in time. Any money you contributed to your 401(k) is always yours, but your employer may have set up a vesting schedule on the amount they have contributed towards your retirement. Generally, this is in the form of a profit sharing contribution or an employer match. A vesting schedule can range from immediate vesting to six years in a defined contribution plan. Some schedules provide for immediate vesting after a certain number of years (3 years, for instance), and others have a graduated schedule over a period of years (gain 20% each year for six years, for instance). Regardless of the schedule, a vesting schedule is generally put in place to encourage long-term employment with a company in order to fully participate in the employer contributions.