The Agbay Group is featured in Hour Magazine and DBusiness magazine as 2010 and 2011 Five Star Wealth Manger*.
While we believe it's important for our clients to recognize who we are, we also want them to recognize who we are not:
Not having any proprietary products to offer allows our independent financial advisors to truly be consultative in our approach instead of a product distribution channel. We are completely transparent and do not engage in behind the scenes revenue sharing or marketing agreements. We offer advice and solutions as corporate retirement plan consultants and personal financial advisors; it's that simple.
Our independent financial advisory investment styles are unique: we focus on the buy-side AND the sell-side of the investment process. The purchase of an investment is a one time event. However, the decision to sell is an ongoing process and discipline that is often overlooked and frankly ignored. We believe the greatest value in portfolio management is knowing when to sell.
*Award candidates were evaluated against 10 objective eligibility and evaluation criteria associated with wealth managers who provide quality services to their clients. Research was conducted by Five Star Professional and Wealth managers do not pay a fee to be considered or placed on the final list. The Five Star award is not indicative of the wealth manager’s future performance. For more information on the Five Star Wealth Manager and the research/selection methodology, go to www.fivestarprofessional.com
Agbay Group In The News
Viewpoint: 403(b) Fair—Promoting Greater Transparency for 403(b) Plan Fees
By Anthony Agbay, The Agbay Group
Until recently, the market for 403(b) defined contribution plans—which can be sponsored by public-sector educational institutions, including universities, nonprofit charitable organizations (including many hospitals), Indian tribal organizations and churches—was like the Wild West, where anything goes. Over the past few years, new 403(b) regulations have changed the landscape significantly. While multivendor plans remain an option (unlike single vendor 401(k) plans), the 403(b) regulations require plan sponsors to adopt a written plan document and ensure that the plan operates in accordance with its terms. In addition, new mandatory procedures include limits on contributions and distributions and requiring a third-party administrator to monitor employee eligibility.
When the regulations were being considered, many opined about their likely impact for good or ill. Now that they are in place, actual outcomes can be indentified and discussed.
WASHINGTON 12/23/2011 — Nearly 160 million workers will benefit from the extension of the reduced payroll tax rate that has been in effect for 2011. The Temporary Payroll Tax Cut Continuation Act of 2011 temporarily extends the two percentage point payroll tax cut for employees, continuing the reduction of their Social Security tax withholding rate from 6.2 percent to 4.2 percent of wages paid through Feb. 29, 2012. This reduced Social Security withholding will have no effect on employees’ future Social Security benefits.
Employers should implement the new payroll tax rate as soon as possible in 2012 but not later than Jan. 31, 2012. For any Social Security tax over-withheld during January, employers should make an offsetting adjustment in workers’ pay as soon as possible but not later than March 31, 2012.
Employers and payroll companies will handle the withholding changes, so workers should not need to take any additional action.