Retirement Plan Design Getting more Bang for your buck Success stories from plan sponsors and participants April 27, 2018 Chad Schollaert, AIF®, CRSP Carissa Dunaway SVP, Retirement Plan Services Relationship Manager 865.673.3588 865.251.1361

Who We Are Privately Owned & Independent Est. 1987 Privately Owned & Independent Retirement Plans | Wealth Management | Trust 75 Highly-Trained Staff & Respected Advisors $3.1+ Billion in Assets Under Management Knoxville | Chattanooga | Johnson City

What are some of your Retirement Plan Challenges?

Why Does Plan Design Matter? Employer cost of aging workforce Prudential study Average Social Security retirement check is $1,413.08 per month ($16,956.96 annually) 4

Why Does Plan Design Matter? Americans have not done a good job saving 50% of American workers have access to plans not all of them participate those that do are not saving enough Average 401k plan balance $99,900 (Q3 2017) 33% of workers determine how much to contribute to their company retirement plan based on their employer match. Retention Every time a business replaces a salaried employee, it costs 6 to 9 months' salary on average 4

Case Study #1 – Charles Blalock & Sons Road construction 700+ employees Company Description 1% match Low participation Prior Design Stretched match to 33% of 3% match Auto enroll everyone at 3% Auto enroll new employees at 3% New Design Doubled participation Doubled contribution rate Passed ADP/ACP testing for first time since 1998 Results Chad talk about how we are different from many retirement providers out there. How we are similar to Claris in that we are not a brand name but we have a great reputation of helping clients solve problems. If you like Claris’s commitment to solving problems for their clients you will like working with us.

Case Study #2 – Barrette Outdoor Living Fence manufacturer 1500+ employees Company Description 50% of 6% match Low participation Prior Design Auto enroll 3% upon hire and every February Auto increase by 1% up to 6% every February New Design Progressive increase in participation Happy Employees HCEs have much higher limits Results Chad talk about how we are different from many retirement providers out there. How we are similar to Claris in that we are not a brand name but we have a great reputation of helping clients solve problems. If you like Claris’s commitment to solving problems for their clients you will like working with us.

Case Study #3 – Caris Healthcare Hospice Care Provider 700+ employees Company Description 100% of 3%, 50% of next 2% match 1 year eligibility Prior Design Auto enroll 3% upon hire and every 2 month eligibility New Design Progressive increase in participation More competitive with other employers Results Chad talk about how we are different from many retirement providers out there. How we are similar to Claris in that we are not a brand name but we have a great reputation of helping clients solve problems. If you like Claris’s commitment to solving problems for their clients you will like working with us.

Other Plan Designs NQ Deferred Compensation plans Cash Balance Plans HSA OPEB 8

Industry Trends More auto features Stretch Match Studies have shown that participation rates can increase by as much as 34% by adding automatic enrollment provisions to a 401(k) plan Stretch Match Instead of offering 50 cent match up to 5% of salary, offer 25 cents up to 10% of salary Less Investment Choices For every 10 investment choices offered enrollment drops by 2% 9

Industry Trends Shorter eligibility Shorter vesting Roth Contributions True Up Match Frequency 9

Regulatory Update Coverage for all State mandated plans Slow death of the fiduciary rule 10

Thank You! 11

Chad Schollaert, AIF®, CRSP. Carissa Dunaway Chad Schollaert, AIF®, CRSP Carissa Dunaway SVP, Retirement Plan Services Relationship Manager 865.673.3588 865-251-1361 chad@thetrust.com cdunaway@thetrust.com 11