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‍¹ Verdara PPP LLC, a wholly owned subsidiary of Verdara Corp., will be the pooled plan provider of Verdara Charter Alliance 401(k) PEP and Verdara Charter Alliance 403(b) PEP when they are available starting January 2026.
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² Verdara review and analysis of state laws, annual financial reports of public charter schools, public retirement system financial reports and lists of employers. 
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³ Equable Institute survey of 2,052 traditional public school and 992 public charter school educators, March 1, 2025 to April 21, 2025. 
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⁴ While Verdara’s pooled employer plans seek to leverage economies of scale to reduce costs, no guarantee can be made that your school’s net fees will be lower than under your existing plan. Actual cost-savings will vary depending on plan-specific variables, including such factors as the number of employees covered by the plan, total plan assets, contribution levels, the specific investment options selected by your employees, and any initial transition or implementation costs.

³ Participation in any lifetime-income investment option under the PEPs by any participant is optional. Income payments under those options — and any guarantees associated with them — depend on the terms of the underlying insurance or annuity contract (currently provided via a third-party, insurance-backed product). The insurance contract terms, payout amounts, any vesting or eligibility requirements, and other material features will be described in plan and fund disclosure materials.

⁴ As a participating employer under a PEP, you would retain fiduciary responsibilities under ERISA, including the duty to prudently select and monitor the pooled plan provider (e.g., Verdara).

⁵ Verdara Charter Alliance pooled plans are 401(k) and 403(b) defined contribution plans and therefore do not create future funding liabilities for employers. Employer contributions are required and are set by each employer at the time the plan is adopted. Any guaranteed retirement income is backed by the claims-paying ability of third-party insurance carriers, who hold the associated legal liabilities—not Verdara or participating employers.

⁶ Before deciding to adopt a Verdara Charter Alliance PEP, you should compare your existing plan’s fees, structure, investment options, participant demographics and potential transition or exit costs with those under our PEPs, using your plan documents. This side-by-side analysis will help you assess whether Verdara is likely to deliver net savings and an overall improved retirement benefit platform for your employees.

⁷ There still is a Form 5550 to file for the pooled employer plan, but Verdara handles compiling the details, signing off on the accuracy, and submitting. There still is a plan audit that might require some information shared from employers, but Verdara handles the costs and coordination of the plan audit. There still is at least quarterly investment oversight, but Verdara takes responsibility for this monitoring.

⁸ We utilize industry experts to manage your account based on your individual needs and goals, monitor growth through the early years of your career, and transition to guaranteed income options as you get closer to retirement. Specific allocations to asset classes, including those that offer guaranteed income, will vary based upon the unique financial facts and circumstances of the individual.