Executive benefits enable you to selectively reward key employees and executives of your business. These benefits help you to attract the key executives who will contribute to your company's growth and profitability. A well-designed executive benefits program provides incentives that help retain your key employees and executives for the longest possible time. 

We design, implement and administer executive benefit plans that supplement restrictive qualified retirement and group insurance plans. We create executive benefit plans that are cost-efficient and effective. 

These plans include:

• Non-Qualified Deferred Compensation Plans
• Non-Qualified - 401 (k) Overlay Plans
• Non-Qualified - 401 (k) Mirror Plans
• Supplemental Executive Retirement Plans (SERPs)
• Executive Life Insurance Plans
• Split-Dollar Plans
• Section 162 Bonus Plans
• Exclusive Disability Plans
• 457(b) plans
• 457 (f) Plans - No IRS contribution limits
• "The IDEAL Plan"
  *No IRS Limits
  *Not limited to earned income

Our programs are designed to help meet your executives' personal eeds and goals within the context of your overall corporate financial goals. 

Employee stock options and programs like 401(k) plans are a good start, but they may not meet the financial expectations of the most talented executives. Executive employees want to enjoy a regarding, worry-free retirement, pay for their children's college education, and establish sound financial security. They participate in retirement programs to make these dreams realities. Due to government limitations, executives may not be able to achieve these lifestyle goals through your current benefit programs. We are chosen as trusted corporate advisors because we carefully evaluate current costs and benefits, and explore possibilities for better, more efficient programs that help executives reach and protect their financial goals. 

 

Beyond the 401(k)

As more and more Americans have become responsible for their own retirement, 401(k) plans have addressed an important need. For many executives, however, the yearly investment limit is far too restrictive to fulfill their needs. Deferring compensation can be a solution to limitations in traditional qualifier plans. Non-qualified deferred compensation plans can be designed to mirror familiar features of basic 401(k) plans, but without the cap on the dollar amount saved or contributed. These plans allow deferral of various forms of pay, including base, bonus, commissions, and special incentives. More flexible pay out schedules can be arranged as well. 

Retirement-focused planning is only one feature of today's non-qualified deferred compensation plan design. A plan that allows for pay outs before retirement can attract the younger executive who is planning for tuition payments. Non-qualified deferred compensation programs can be constructed to make it easier for your executives to handle other important expenses, such as a retirement home or other anticipated future expenses. For example your non-qualified plan could allow an executive to elect distribution of four annual payments beginning in a future year to finance tuition and expenses for a child entering college that year.