Stas Politis Upward Wealth Group, LLC

09/07/2026

Markets pushed higher in August as AI-driven optimism helped investors look past softer economic data. The S&P 500 gained 2.62% and the S&P/TSX Composite rose 2.96%, even as softening retail sales kept consumer spending in focus. Back-to-school season adds another data point to that story, with spending expected to reach \$146.8 billion in the U.S. and \$4.5 billion in Canada this year.

At Upward Wealth Group, we understand the critical role of employer-sponsored plans in talent retention and employee financial well-being. By reducing financial stress, these plans foster a healthier work environment and enhance productivity and performance. With our tailored approach, we ensure tha...

09/03/2026

The right retirement-plan solution depends on the problem.

The right retirement-plan solution is vital to your workforce's financial well-being and highlights your ability to address specific problems effectively.

While 88% of workers are satisfied with their workplace retirement plan, that satisfaction does not guarantee confidence in their financial security, which is crucial to their trust in your benefits.

Recognizing that satisfaction alone isn't enough, evaluating whether employees are saving enough, taking full advantage of matches, and understanding their retirement outlook empowers you to enhance plan effectiveness.

That disparity is significant. Satisfaction alone doesn't indicate whether employees are saving adequately, taking full advantage of the available match, avoiding unnecessary loans and withdrawals, or understanding what their savings could yield in retirement income.

If engagement is low or employees aren’t reaching the maximum match, evaluate eligibility criteria, communication strategies, match structure, and automatic features.

Increasing the default contribution rate without considering affordability may inadvertently lead to higher opt-out rates.

If plan loans and hardship withdrawals are elevated or rising, first determine why. Emergency-savings support may be appropriate, either through payroll-linked savings outside the plan or through an optional pension-linked emergency-savings account, depending on employee needs and provider capabilities.

If student loan debt is hindering employees from saving, companies may consider matching retirement-plan contributions based on qualified student-loan payments or implementing a separate Section 127 educational-assistance program. These are separate benefits that operate under different regulations.

If engagement is positive but self-assurance remains low, support may be what’s needed. Tailored forecasts, including retirement income projections, individual financial coaching, fiduciary investment guidance, and education for those nearing retirement, can help employees determine whether they are on the right path and how their accounts could convert to income.

Before introducing an additional benefit, review the plan's aggregate data and anonymous employee feedback. Examine participation rates, deferral amounts, match utilization, loans, and hardship withdrawals. Analyzing these metrics helps identify specific issues, establish a baseline, and evaluate the effectiveness of targeted interventions.

Employers cannot resolve all the financial difficulties their employees face. However, they can ensure the benefits they provide meet the needs of their workforce.

Assess any changes for their effects on costs, plan documentation, payroll, provider relationships, administrative procedures, and fiduciary duties.

What insights are you gaining from your participant data, and does your existing plan address them?

09/03/2026

Protecting your future is easy. Rethink life insurance today. Contact me to find out more.

08/27/2026

🔑 Unlock the power to shape your legacy! 🔑 As August is What Will Be Your Legacy Month, let's remember that we have the ability to shape our own legacies. The choices we make, the actions we take—they all contribute to the story we leave behind. Dream big, pursue your passions, and live a life that inspires others to do the same. 💫

08/27/2026

Is Replacing Experienced Employees Costing More Than Strengthening Your Benefits?

If two of your most experienced employees left over the next year, what would the disruption cost before their replacements became fully productive?

For Palm Beach County business owners, that question is becoming harder to ignore.

In the fourth quarter of 2025, average weekly wages in Palm Beach County rose 6.7% year over year to $1,710—compared with the national average of $1,569.

That does not mean every local employer has a retention problem. It does suggest that the local compensation environment is changing.

Some industries may feel this pressure more acutely. Healthcare practices and professional services firms depend heavily on specialized knowledge and client relationships.

Construction, skilled trades, and hospitality businesses can also struggle to replace experienced, reliable employees quickly.

When someone important leaves, the effects can include:
• Recruiting and training costs
• Overtime for the remaining team
• Delayed customer work
• The owner returning to daily operations

The Bureau of Labor Statistics will release first-quarter 2026 county wage figures on Friday, August 28.

My opinion is that Palm Beach County’s 6.7% wage-growth rate might slow, but local wages will remain above the national average—keeping compensation and employee benefits firmly on the workforce-planning agenda.

An employer-sponsored retirement plan cannot fix weak leadership, below-market pay, or an unhealthy workplace. But for an established business, it can be one reason experienced employees choose to stay.

Which would be hardest for your business to replace: technical expertise, customer relationships, or operational knowledge?

Source: U.S. Bureau of Labor Statistics, fourth quarter 2025.

08/20/2026

Your 401(k) May Be Ready for Retirement—But Are Your Employees?

Required minimum distributions (RMDs) are a crucial obligation for retirement plan participants, and they often raise several important questions as employees near retirement. Understanding the ins and outs of RMDs is essential to avoid potential pitfalls.

First, it's vital to know when distributions must begin. Generally, retirees must start taking RMDs by April 1 of the year after they turn 72. However, there are exceptions to this rule worth noting.

Many employees wonder about the "still-working" exception, which allows individuals who are still employed and own no more than 5% of their company to delay RMDs from their current employer's plan.

Additionally, it’s possible to aggregate RMDs from multiple accounts, but this requires careful coordination to ensure compliance with IRS regulations.

Lastly, the stakes are high if a participant misses the RMD deadline, as penalties can be severe, up to 50% of the amount that should have been withdrawn.

Navigating RMDs doesn’t have to be daunting, but it does require attention to detail and a solid understanding of the rules. Staying informed helps ensure a smoother transition into retirement.

For most participants in workplace retirement plans, RMDs typically begin at age 73. However, eligible employees may be able to delay distributions from their current employer's plan until retirement. This exception usually does not apply to individuals who own more than 5% of the business. Additionally, Roth 401(k) accounts are no longer subject to lifetime RMDs for the original account holder. It is important to consider that plan terms and individual circumstances can also affect these rules.

Failing to withdraw or underpaying the RMD could result in a 25% excise tax from the IRS on the shortfall. However, this penalty may be reduced to 10% if the issue is corrected within the designated timeframe.

For business owners and plan sponsors, an important consideration is whether your retirement plan has a clear process. This includes identifying affected participants, communicating deadlines, coordinating with the recordkeeper, and documenting the measures taken.

A well-run plan should facilitate the transition from accumulating savings to receiving distributions. Key areas to review include:
- Clarity and timeliness of participant communications
- Management of former employees with outstanding balances
- Currency of beneficiary information
- Compliance of distribution procedures with the plan document
- Resources for individual tax guidance

Participants must calculate RMDs and make tax decisions independently, consulting their recordkeeper and a qualified tax advisor. Effective governance enhances the participant experience and minimizes administrative issues.

A quick conversation can determine if your retirement plan still meets your workforce's needs. I'm here to help stakeholders assess their options and next steps.

08/20/2026

RMDs Are More Than a Deadline; They’re a Readiness Test

Required minimum distributions can reveal gaps in participant education, tax planning, and plan communication long before the first withdrawal is due. Take a closer look at the image; the next post will explain what employees and plan sponsors should understand before RMD deadlines arrive.

08/20/2026

💡 Your legacy: a beacon of light in a changing world! 💡 During this special month, let's remember that our legacy isn't just about our achievements—it's about the values we hold dear and the positive change we create. Share your wisdom, uplift others, and be the guiding light that illuminates the path for future generations. ✨

08/19/2026

Your 401(k) Has Tools. Your Employees May Still Feel Lost.

Retirement plan providers continue to add calculators, financial wellness programs, educational content, and digital advice. Yet many employees still do not use them.

According to Cerulli’s U.S. Retirement End-Investor 2026 report:
• 71% of pre-retirees had not sought advice or planning help from their 401(k) provider in the prior year.
• 45% had not used available financial wellness tools.
• 45% did not believe they were saving enough.
• 59% were not very confident they could determine how much they would need for retirement.

The problem may not be a lack of resources.

It may be a lack of connection.

For many employees, retirement feels too distant, complicated, or overwhelming. A calculator may provide numbers, but it may not answer the questions employees are really asking:
• “Am I on track?”
• “How much income could my savings provide?”
• “What should I change today?”
• “Will my money last?”

This is where collaboration matters.

Recordkeepers bring technology, data, administration, cybersecurity, and scalable resources.
Advisors bring personal context, education, immediate answers, and help translate plan features into practical decisions.

Plan sponsors create the opportunity for employees to access both.

The debate should not be about who “owns” the participant. No one does.

The better question is: Who is best positioned to help each employee make a more informed retirement decision?

A strong retirement plan should do more than offer investment options and collect contributions. It should help employees understand how today’s savings can support tomorrow’s income.

For business owners and HR leaders, that means reviewing more than just plan fees and investment performance.

Consider whether employees:
• Know where to access available resources
• Understand how to use them
• Have access to personalized education
• Receive support as they approach retirement
• Can link their account balance to a realistic income strategy

Digital tools matter. Human guidance matters, too. Neither guarantees better outcomes, but thoughtful coordination may improve engagement, understanding, and participant confidence.

Sometimes a brief conversation is all it takes to determine whether your current strategy still fits. I’m always happy to help you think through the questions and next steps.

08/19/2026

Employees Are Asking Bigger Questions Than “How Much Have I Saved?”

Many pre-retirees want more than account access; they want personalized guidance, dependable retirement income, flexibility, and greater confidence that their savings can support them. Take a closer look at the image; the next post will examine where today’s retirement plan experience may be falling short and what plan sponsors can do about it.