Automatic Enrollment

Help your employees maximize their retirement savings.

Mutual of America's Automatic Enrollment Arrangements	QACA	EACA	ACA
Plan may include a QDIA on its investment menu¹	Yes	Yes	Yes
Meets safe harbor employer contribution requirement²	Yes	No	No
Minimum or maximum deferral percentage required³	Yes	No	No
May include a 90-day opt-out provision⁴	Yes	Yes	No
Employer contributions must be 100% vested after no more than two years of service⁵	Yes	No	No
Annual QDIA notice to eligible employees required⁶	Yes	Yes	Yes
Hardship withdrawals of employer contributions permitted	Yes	Yes	Yes

To learn more about Mutual of America's automatic enrollment arrangements, including plan amendment and notice requirements, call your local Mutual of America office or 800.468.3785 today.

You should consider the investment objectives, risks, and charges and expenses of the investment funds and, if applicable, the variable annuity contract, carefully before investing. This and other information is contained in the funds' prospectuses and summary prospectuses and the contract prospectus or brochure, if applicable, which can be obtained by calling 800.468.3785 or visiting mutualofamerica.com. Read them carefully before investing.

¹ Pursuant to DOL regulations, QDIAs are default investments that, if used by defined contribution plans, profit-sharing plans, and 401(k) and 403(b) plans, the plan fiduciary may not incur liability for investment losses as a result of investing participant elective deferrals in such investments without an affirmative deferral election or investment election from the participant.↵

² Minimum employer contributions: Employer Non-Matching is 3% of employee’s compensation. Employer Matching is at least 100% of the first 1% and 50% of the next 5% of compensation deferred by the employee. Maximum employer match is 6%.↵

³ For QACAs, the minimum default deferral percentage cannot be less than 3% during the first full plan year, 4% during the second plan year, 5% during the third plan year and 6% thereafter. Maximum deferral percentage is 15% (e.g., if an employee is hired in April of the current plan year, they would be subject to the 3% deferral percentage for the remainder of the current plan year as well as the following plan year).↵

⁴ For EACAs and QACAs, participants may be able to opt-out and withdraw deferrals made by automatic contribution (plus or minus earnings) without penalty for up to 90 days after the date of the first automatic deferral.↵

⁵ Employee elective deferrals are always 100% vested.↵

⁶ For purposes of the notice that must be provided to eligible employees, Mutual of America will provide such notice on behalf of plan sponsors using our mutual fund/trust platform. For plan sponsors using our group annuity contract, we provide a sample notice. Both notices include the following required information: a description of the Qualified Default Investment Alternative, the investment objectives, risk/return characteristics, fees and expenses.↵