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Recruit. Reward. Retain.

Executive Benefits

Executive Benefits

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Group Benefits

Group Benefits

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Executive Benefits

Executive benefits are a powerful tool for enticing and rewarding the top people in your organization. These specialized benefits set up your workforce for success with the tools, mechanisms and pathways to attract key employees who will drive your business forward. These benefits create another type of compensation, and help your experienced executives retire when and how they want- giving your workforce the room it needs to grow.

Executive Income Protection

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Executive Bonus Plan

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Cash Balance Plan

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And More..

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Executive Income Protection

An interruption in cash flow due to sickness or injury is top of mind for most employees, but higher income executives and professionals experience a unique issue: the “income gap” created by contract limitations of group disability policies (GLTD). Executive Disability Income plans will supplement existing employer sponsored GLTD to fill the gap and provide the maximum income replacement amounts needed and expected on a portable and tax-advantaged basis

Executive Bonus Plan

Executive Bonus Plan

An Executive Bonus Plan (Section 162) is a way to provide additional supplemental benefits to key employees or executives. With an executive bonus plan, the business can use tax deductible company funds to selectively provide high-value benefits to key people. Using a permanent life insurance chassis, plans are structured to provide endowment values for beneficiaries and cash value that can be used as a tax advantaged retirement income supplement. An executive benefit plan, used effectively, can be a valuable tool to attract and retain key executives.

Cash Balance Plan

The Cash Balance Plan is an aggressive solution for business owners and executives looking to maximize their savings as retirement approaches. Large contributions over a relatively short period of time allow business owners and executives to save significant dollar amounts in a tax-advantaged account. This hybrid plan—combining key elements of the defined benefit and defined contribution plans—can quickly grow retirement savings.

Employee Stock Ownership Plans

Employee Stock Ownership Plans

A succession strategy that helps you retain and reward top talent.

An Employee Stock Ownership Plan (ESOP) can help successful business owners sell all or some of their business by providing a ready buyer, motivating and retaining employees, while continuing to maintain control of the company and participating in the grown of the business.

An ESOP is an employee benefit plan that is set up as a trust and gives key employees ownership interest in the company. As a qualified pension plan, an ESOP permits the plan trustee to purchase shares of an employer’s stock. Shares are allocated to each plan participant’s account and, at retirement, the stock is usually sold back to the employer for cash to fund the retirement benefit.

SERP

The top performers at successful businesses often share a common problem — government-imposed caps on qualified plan contributions making it difficult to save enough for retirement. And, if they participate in a defined benefit plan, those same rules can make it hard for them to qualify for a high enough pension benefit to support their lifestyle in retirement. But there is one executive benefit program that many business owners have found beneficial for these key employees: a Supplemental Executive Retirement Plan (SERP). With a SERP, a company can recruit, retain, reward and retire a select group of key employees. A SERP can be designed to provide pre-retirement death benefits, post-retirement income, or both. For top-hat employees, a SERP can be used along with, or in lieu of, a qualified retirement plan.

Group Benefits
RECRUIT.REWARD.RETAIN.

In today’s competitive labor market, providing a robust employee benefit program is essential to recruit, reward and retain talented partners and staff.

Employee Group Benefits Are Often One of an Employer’s Largest Expenses.

Employee Group Benefits Are Often One of an Employer’s Largest Expenses.

A proactive cost containment approach is essential to ensuring the ongoing financial strength of employers and the employees who rely on these benefits.

At CBA Pension, we use clearly defined processes to identify and manage risk related to cash flow and employee benefit programs; helping separate successful firms from failure.

Our Promise As Your Broker

  • Unbiased and unrestricted carrier selection and recommendation
  • Customized analysis of Fully-Insured v. Self-Insured plans
  • Annual market analysis and review of your benefit program
  • Employee education meetings re. benefit offering and individual advice on plan recommendation
  • HR/Benefits Administrator support on carrier procedures
  • A customized, co-branded Financial Wellness offering for your employees at no cost to you
  • Benefit Plan Administration and Legislative Compliance support

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