Is Higher Pay The Only Way To Satisfy Executives?

Higher pay is not the only answer to executive compensation and benefit problems. Nonqualified plans that help executives accumulate and preserve wealth are often more effective ways to attract, retain and reward key executives. They can also solve the "highly compensated employee discrimination" problem created by limitations on broader-based employee benefit programs. We can help you develop and administer programs that your executives will value as important elements of their total compensation package.

Deferred Compensation Plans help executives diversify investments, reduce current income taxes and achieve tax-deferred investment growth. Properly designed plans can also address executive concerns about benefit repudiation, change in corporate control, and corporate insolvency.

Supplemental Retirement Plans provide executives with additional retirement benefits that are not subject to the government-imposed limits on qualified retirement plans. These plans can restore executive retirement benefits to the same percentage of pay received by other employees as well as address the special needs of mid-career hires.

Executive Benefit Restoration Service^SM (EBRS) Often, programs initiated years ago are no longer acceptable to the employer. There are a number of reasons why this can happen: company restructuring; the plan structure has not kept pace with evolving company and executives goals; the funding/financing has underperformed; the original broker is not providing satisfactory service; or administrative services are poor. Rather than develop an entirely new plan, our experts can review your current plan's performance and suitability. We will then craft an approach to replace or wrap-around the existing plan and bring your total program up to current expectations. EBRS can save organizations time and money, by avoiding the unnecessary creation of an entirely new benefits package.

Executive Life Insurance Plans can deliver pre- and post-retirement life insurance benefits to executives and are typically lower in cost - with more comprehensive benefits - than traditional group plans. These plans can also provide special opportunities for tax-deferred cash accumulation, portability and corporate recovery of plan costs.

Executive Disability Plans help guarantee financial security for executives and their families if a career is cut short by a disabling injury or illness. These plans often supplement or replace group long-term disability plans, providing executives with higher benefit limits, more comprehensive features, and contractual guarantees. These plans can also continue to fund retirement benefits that are often curtailed upon disability.

Long-Term Care Insurance provides non-discriminatory benefits to key employees without imputed or regular income taxation. Premium payments made by the corporation are fully tax-deductible.

Charitable Giving Plans benefit directors and senior officers who wish to support charities. They also contribute to a company's positive public image. Plans that use life insurance as a financing vehicle can enable a company to recoup the program costs.