Corporate Retirement Planning
A plan sponsor's fiduciary partner.
For employers who want a 401(k) plan that actually serves their employees — and a fiduciary co-advisor who takes the work of running it seriously.
§ 01 / Opening
ERISA is personal.
As a plan sponsor, you personally carry fiduciary responsibility for every decision made about your company's retirement plan. The fund lineup. The fees participants pay. The provider you selected. The investment policy. The monitoring process. And unlike most corporate exposures, ERISA liability doesn't stop at the company's balance sheet — it can reach the personal assets of plan fiduciaries.
Most plan sponsors have been told this. Fewer have a real fiduciary process in place. The recordkeeper is handling the administration. The payroll provider is running the contributions. The fund lineup was set up years ago and hasn't been revisited. The documentation is somewhere in a folder. When a participant asks why the plan is structured the way it is, the honest answer is usually that it's structured this way because it's how it was when the plan was opened.
Rockline works as a co-fiduciary with plan sponsors to build, monitor, and maintain the kind of retirement plan that serves the employees it was built for — and that protects the sponsors who carry the legal responsibility for it.
§ 02 / The Work
Six capabilities. Built for plan sponsors.
3(21) or 3(38) co-fiduciary services.
Acting as either a 3(21) investment advisor (shared fiduciary responsibility) or 3(38) investment manager (full discretion over the fund lineup). Plan sponsors get a documented fiduciary partner and a defensible record of how every investment decision was made.
Investment policy and fund lineup design.
An investment policy statement that's actually used. A fund lineup built around participant outcomes, not recordkeeper revenue-sharing. Target-date fund selection, qualified default investment alternative (QDIA) analysis, and ongoing monitoring documented to support fiduciary defensibility.
Fee benchmarking and provider review.
Recordkeeping fees, administration fees, investment expense ratios, and revenue-sharing arrangements — benchmarked against industry data and market alternatives. When the fees aren't reasonable, we help the sponsor fix them. That's the fiduciary duty.
Plan design optimization.
Safe harbor structures, profit-sharing allocations, Roth provisions, in-plan Roth conversions, auto-enrollment, auto-escalation, and the design elements that drive participation and outcomes. Working alongside your TPA and legal counsel on the provisions that actually work for your workforce.
Participant education and enrollment.
Group education sessions, one-on-one participant meetings, and the ongoing communication that actually moves participation rates, contribution rates, and retirement readiness outcomes. Education that treats participants like adults managing their own futures — not prospects to be sold to.
Ongoing monitoring and committee support.
Quarterly committee meetings, documented investment reviews, annual fee benchmarks, and the ongoing fiduciary cadence that demonstrates a prudent process. When the DOL or a plan auditor asks for documentation, you have it.
§ 03
A retirement plan that serves the people it was built for. And the sponsors who stand behind it.