Sunrise professionals working at Sawgrass corporate offices and regional healthcare systems often hold significant assets in company retirement plans. Getting the employer match, selecting low-cost investment options within the plan, and coordinating any deferred compensation elections requires ongoing review as the plan menu and personal cash flow change year to year.

We review corporate 401(k) and 403(b) accounts for allocation quality, cost drag, and integration with the client's broader portfolio. When the company plan has strong low-cost options, we use them heavily. When it does not, we build the diversification through the taxable account and IRA rollovers post-employment.

For deferred compensation participants, the election window each year is a real planning question. The distribution timing at retirement or separation from service materially affects the tax picture for years, and it can't be changed once the election period closes.

Sunrise has a meaningful population of women in corporate, healthcare, and small-business roles. For those looking for a direct financial coach rather than a portfolio-only relationship, the planning topics often include disability coverage sizing, executive equity compensation, and the specific work that follows a divorce or a spouse's death.

Divorce reorganization work starts with account retitling, cash flow re-scoping to a single household, and Social Security claiming on an ex-spouse's record where the marriage lasted 10+ years.

Widow planning starts with organization: retitling accounts, updating beneficiary designations, revising trust funding, and updating tax filing status. The investment plan comes second, once the household's post-loss cash flow picture is clear.