Entertainment Industry 401k Plan: Login, Flex Plan Benefits & Contributions
POINTS
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The Entertainment Industry 401(k) helps eligible workers save for retirement.
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Eligibility depends on your employer and plan rules.
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Pre tax and Roth contributions may be available.
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Employer contributions can increase your retirement savings.
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You can check your balance and manage investments online.
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Withdrawals, rollovers, and loans follow specific rules.
Entertainment workers often earn retirement benefits while moving between multiple employers on different productions.
The Entertainment Industry 401(k) Plan allows eligible workers to build retirement savings through employer contributions made under participating collective bargaining agreements.
It operates separately from an individual employer’s retirement plan and continues across covered employment.
Entertainment industry retirement benefits span union pension plans, individual account plans funded entirely by producers, and traditional studio 401(k) plans, with contribution structures that vary widely by guild, local, and contract.
| Plan | Employee Contribution | Employer Contribution / Match | Eligibility |
|---|---|---|---|
| MPI Individual Account Plan (IAP) | 0% usually | 100% employer funded (rate depends on union contract) | Covered entertainment workers under participating employers/unions |
| SAG-AFTRA Retirement Plan | 0% usually | Employer pays % of covered earnings (contract-based) | SAG-AFTRA covered work requiring retirement contributions |
| SAG-Producers Pension Plan | 0% | Employer contributions under CBA | SAG-AFTRA covered performers |
| IATSE Retirement / IAP Plans | Usually 0% | Employer funded per agreement | IATSE craft workers on covered productions |
| DGA / WGA Retirement Plans | Usually 0% | Employer funded through guild agreements | Directors/writers working under guild contracts |
| Studio 401(k) Plans | Employee chooses (often 1–75%) | Typical match: 3–6% of salary | Studio employees |
Worker earns covered wages, and the producer contributes money to the IAP. There is no employee paycheck deduction and no traditional “match” — the account grows through contributions and investment returns, with eligibility coming from covered employment.
An actor performs covered work and the producer pays a retirement contribution based on covered earnings. The rate depends on the specific SAG-AFTRA agreement, and eligibility depends on covered earnings and service credits.
Entertainment 401(k) Plan Checklists
How Much Do Employers Match 401(k)s?
Find out how much employers typically match, and what your 401(k) could be worth.
See 401(k) MatchEligibility for Entertainment Industry Flex Plan 401k
Generally, any worker covered by a union contract that incorporates the plan can participate.
- Covered by a participating union contract
- Work for a signatory employer
- Complete minimum service requirements
- Employer signs the plan participation agreement
- Employer submits required payroll contributions
- Receive enrollment materials from the plan
- Complete enrollment and beneficiary forms
- Submit a deferral election (if permitted)
These flexible contribution options allow participants to tailor retirement savings based on their income, tax preferences, and long-term financial goals.
What kinds of 401(k) contributions are there?
The plan accepts five distinct types of contributions, each with its own tax treatment and rules. Here’s a breakdown of each one:
Employer / Union Contributions
Contributions made by employers or unions, often required under collective bargaining agreements (CBAs).
These may be calculated as a percentage of pay or as a fixed hourly contribution.
100% vested immediatelyPre-Tax Elective Deferrals
Employee salary-reduction contributions made before taxes are withheld.
Participants may generally elect a percentage of pay, subject to payroll rules and plan-specific limits.
2026 IRS limit: $24,500Roth (After-Tax) Deferrals
Employee contributions made after taxes, tracked separately under IRS Roth plan rules (IRC §402A).
Qualified withdrawals of Roth contributions and earnings may be tax-free.
Tax-free qualified withdrawalsNon-Roth After-Tax Contributions
Additional employee contributions made directly to the plan on an after-tax basis.
These are permitted by some plans but are less commonly used than pre-tax or Roth deferrals.
Plan-dependent availabilityDirect Rollovers
Transfers of eligible retirement assets from other IRAs or employer-sponsored plans directly into this plan.
No new contribution limit appliesentind-401kplan.com
(323) 993-8888
844 Seward Street, Los Angeles, CA 90038-3602
P.O. Box 17928, Los Angeles, CA 90017-0928
(323) 993-8834
Online account access is available 24/7 for balances, transactions, statements, and account updates.
How Much Does a 401(k) Grow Per Year?
See how much your 401(k) could grow each year and what can make your retirement savings grow faster.
Calculate How Much Your 401(k) Can GrowPlan vs. Traditional 401(k)
The following table highlights the key differences between the Entertainment Industry 401(k) and a typical corporate 401(k), including
- Eligibility
- Contributions
- Vesting
- Fees
- Investments, and
- Withdrawal options.
| Key Difference | Entertainment Industry 401(k) | Traditional Corporate 401(k) |
|---|---|---|
| Who is eligible? | Union workers under covered contracts; typically no waiting period | Employees meeting employer eligibility rules |
| Employer money | Required contributions set by union contract | Optional company match or profit sharing |
| Vesting | Immediate 100% ownership of employer contributions | Often requires years of service |
| Employee savings | Pre-tax, Roth, and possible after-tax contributions | Usually pre-tax/Roth; after-tax depends on plan |
| Moving between jobs | Designed for a mobile workforce; highly portable | Portable, but employee usually manages rollover |
| Fees | Generally low, transparent administrative fees | Varies widely by employer |
| Investment choices | Broad fund menu including index and target-date funds | Depends on employer plan |
| Loans | Usually unavailable | Often available if employer allows |
| Withdrawals | Retirement, separation, hardship, beneficiary options | Similar, but depends on plan design |
While both plans provide valuable retirement savings opportunities, the Entertainment Industry 401(k) is uniquely designed for a mobile union workforce, with contract-based contributions, immediate vesting, and portability across employers.
How to Enroll & Account Access
To enroll in the entertainment 401(k) plan:
- First, ensure your employer/local union is signatory to the plan
- When you begin work under a covered CBA, contributions should start flowing into your AB account.
- Within 1–2 business days of the first contribution, the plan mails you a welcome packet.
This packet includes an Enrollment/Beneficiary Form.
You must complete and return this form to designate your investment elections and beneficiaries.
Once the form is on file, you can establish a voluntary salary-deferral by contacting the plan’s Member Services.
The administrator will set up your requested deferral percentage with payroll, subject to any CBA limits.
Investment Management for Entertainment 401(k)
Participants direct their own investments.
The plan offers a diverse range of investment options to help participants build a portfolio aligned with their retirement goals, risk tolerance, and investment preferences.
| Investment Option | What It Does | Risk | Best For |
|---|---|---|---|
| JPM SmartRetirement Target-Date Funds (2025–2065) | Automatically manages stocks, bonds, and diversification based on retirement year | Varies by year | Investors wanting a simple, hands-off option |
| U.S. Large-Cap Stock Funds | Invests in large U.S. companies | Medium–High | Core long-term growth |
| U.S. Mid-Cap Stock Funds | Invests in medium-sized U.S. companies | High | Additional growth potential |
| U.S. Small-Cap Stock Funds | Invests in smaller U.S. companies | High | Long-term investors seeking higher growth |
| International Stock Funds | Invests outside the U.S. | Medium–High | Global diversification |
| Emerging Market Funds | Invests in developing economies | High | Investors comfortable with volatility |
| Bond Funds | Invests in government and corporate bonds | Low–Medium | Stability and income |
| Inflation-Protected Bond Funds | Designed to help preserve purchasing power | Low–Medium | Inflation protection |
| High-Yield Bond Funds | Higher-income corporate bonds | Medium–High | Investors seeking more income |
| REIT / Real Estate Funds | Invests in real estate-related companies | Medium–High | Diversification and income |
| Specialty Funds | Focuses on specific sectors or strategies | High | Experienced investors |
Participants can choose a single diversified solution, such as a target-date fund, or create a customized portfolio by combining different investment options based on their individual needs.
Withdrawals & Rollovers
When you retire or leave the industry or hit age 59½, your account becomes distributable.
At that point you may take a full lump-sum withdrawal by default.
Alternatively, you can choose monthly installment payments or partial withdrawals.
| When You Take Money Out | What You Should Know |
|---|---|
| Before age 59½ |
You usually pay income tax plus a 10% penalty. Some exceptions may apply.
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| Age 59½ or older |
You can withdraw without the early-withdrawal penalty. You may still owe income tax.
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| You leave your job at age 55 or older |
You may be able to withdraw from that employer’s 401(k) without the 10% penalty. Taxes may still apply.
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| You have a financial emergency |
Your plan may allow a hardship withdrawal. It is usually taxable, and a penalty may still apply.
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| You take a 401(k) loan (if your plan allows it) |
You borrow from your own account instead of withdrawing. You generally avoid taxes if you repay it correctly.
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All distributions are subject to income tax; distributions before age 59½ typically incur a 10% IRS penalty unless an exception applies.
401(k) Hardship Withdrawal Reasons
- Medical expenses
- Buying a primary home
- College tuition and education costs
- Preventing eviction from your home
- Preventing foreclosure on your mortgage
- Funeral and burial expenses
- Major repairs to your primary home
- Expenses from certain federally declared disasters
Rolling over your balance is straightforward.
When you leave a covered job, you may leave the funds in the plan until you are ready, or request a distribution.
The direct rollover option lets you transfer the balance directly into another 401(a)-type plan or IRA (traditional or Roth, per IRS rules).
The plan accepts rollovers in from other qualified plans (401a, 403a/403b, governmental 457) and IRAs.
For example, if you take a new job with a different plan, you can roll your Entertainment 401(k) balance into the new employer plan, or roll an old 401(k) into this plan by direct transfer. Non-spouse beneficiaries may also roll inherited balances into an IRA.
Entertainment 401(k) Retirement Plan FAQ
You can leave your balance in the plan or roll it over to another retirement account. Contact Member Services for rollover forms and instructions.
Use the plan’s online portal or call (888) 353-9401 with your PIN. You can view balances, statements, and manage investments online.
No. Only employees of participating employers under covered union agreements can make contributions. Existing balances can still be managed after leaving employment.
You can generally withdraw at age 59½ or after retiring from covered industry work. Other withdrawals may have restrictions or penalties.
Contact Member Services at (888) FLEX-401K (1-888-353-9401) or e.contrib@ei401kplan.com for help with rollovers, withdrawals, and forms.
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