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At Cubby Care we partner with Learning Programs that offer enhanced learning opportunities in a play-based environment, introducing children to new languages and extending on their interaction with music and physical activity including yoga, health & fitness, music and language. These programs provide your employees with somewhere to turn in the event of a personal problem that affects all aspects of their lives, including their jobs. There are many benefits, including a boost in your company's ability to recruit and retain employees. As an employer, you are not required to match contributions or contribute at all to your company's 401(k) plan; however, to be competitive, most employers do. On the flip side, money-purchase plans give employers the maximum tax advantage possible. Employers can offer flexible working arrangements, care resources and referrals, financial-planning assistance, long-term care insurance, and dependent-care assistance accounts. Issues like childcare, education assistance, adoption assistance and flexible schedules can help your company gain an advantage over the competition and find and retain your most important resource.

You can either match the first 3% of the employee's contribution dollar for dollar, which by the way does help encourage participation by your employees, or you can opt to make a non-elective contribution equal to 2% of your employees' pay. With this plan, your employees can make monthly contributions (salary deferrals), and you, as the employer, have the option of two types of contribution methods. Teach relaxation techniques: introduce methods l like meditation, yoga and some physical exercise. Experts, like those at Healthline, note that children of overly protective parents can develop anxiety and lack self-confidence. Many parents find that children have an easier time focusing on tasks after vestibular play. You do have the flexibility to alter your contributions year to year based on the profitability of your company. This plan will give your company a leg up in more competitive job markets. Implementing a 401(k) plan can improve employee morale and help in luring in new employees. You can also provide educational services for your employees to help them learn more about their options. They are simple to set up and administer, and you have no government filings to maintain because the employees are responsible for their own accounts.

As with the SIMPLE IRA, you must have fewer than 100 employees and offer no other employer-sponsored retirement plan. If you have 100 or fewer employees and offer no other retirement pension plan, the Savings Incentive Match Plan for Employees (SIMPLE) IRA provides a simplified way to make contributions to a retirement plan either for yourself if you're a sole proprietor, or for your employees. Pension plans fall into two categories: defined-contribution pension plans, and defined-benefit pension plans. Some of the types of accounts that fall into this category include: profit-sharing pension plans, money-purchase pension plans, target-benefit pension plans, stock-bonus pension plans, ESOPs, Thrift savings pension plans, and 401(k) pension plans. Defined-contribution pension plans base your employees' benefits on the amount of money contributed to the account. The most popular of the defined-contribution pension plans is the 401(k). It has been around since 1978, and allows employees to contribute up to $12,000 of pre-tax money ($12,000 as of 2003; this increases by $1,000 each year until it reaches $15,000 in 2006), which is the highest of any of the pension plans. 401(k) plans let your employees save for retirement easily and conveniently through pre-tax automatic payroll deductions. Your employee will know what their retirement amount will be and can plan accordingly.

The SIMPLE 401(k) plan has many of the same requirements and features as the SIMPLE IRA, but it allows your employees to contribute a pre-tax portion of their salary.