Abstract
The alarming increase of higher education and the resulting growth of student debt in recent years has resulted in a number of employers adopting programs to assist employees with 529 college savings plans. However, the design or adoption of such plans is complicated. They are 529 prepaid tuition plans, educational savings plans or Coverdell Educational Savings Accounts. Many states offer tax deductions, tax credits or grants. Fees and expenses vary significantly among the different types of plans and from state to state as does investment performance. This article examines these matters from the perspective of an employer considering the adoption of a 529 or other college savings plan as an employee benefit.
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