Chances are, some of your clients’ key employees are being courted by competitors right now. It’s a tight labor market, and simply boosting salaries isn’t the answer.
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.
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
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.
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.
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.
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.
Let's work together to implement strategies to recruit, reward, and retain the strongest executive benefit team available.