We extend our compensation and benefits expertise to key executives in your organization, with the aim of integrating their individual benefits—including deferred compensation programs, pensions, retirement plans, and employee stock options—into your company’s comprehensive financial strategy, helping to maximize benefits for both parties.
Given the current competitive business environment, we believe that an executive benefits program is essential in recruiting top-tier talent who will contribute to your company’s growth and profitability. A well-designed and implemented executive benefits program provides incentives that help attract new executives and retain talent over time.
We design, implement, and administer executive benefit plans that enable you to selectively reward key employees and top executives of your business. Our cost-efficient executive benefit plans supplement qualified retirement and group insurance plans that may be restrictive in nature. Our programs are designed to help meet the personal needs and goals of executives, while remaining within the context of the overall corporate financial goals of your business.
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. Our belief is that executive employees want to enjoy a rewarding retirement by establishing sound financial options early on. We consistently strive to be chosen as trusted corporate advisors to assist you in carefully evaluating costs and benefits, while continuously exploring new possibilities for better programs to help executives achieve their financial goals.
Beyond the 401(k)
For many executives the annual investment limit in a 401(k) plan may be too restrictive. Deferring compensation can be a solution to limitations in traditional qualified plans. Non-qualified deferred compensation plans allow deferral of various forms of pay, including base, bonus, commissions, and special incentives, without the cap on the dollar amount saved or contributed. This opportunity may make it easier for executives to pay for other important expenses, such as tuition payments or the purchase of a home. We are available to further discuss deferred compensation with interested clients.
Including Performance Pay and Incentives in Disability Programs
In an era that has emphasized stock options and bonus compensation, executives may find their performance pay is not part of their current supplemental disability equation. Highly compensated employees usually fall short in plans designed to deliver a percentage of base pay “only” as disability benefits, even if income is tax-free. This is simply because of the disproportionate amount of total compensation arising from incentives, bonuses, stock options, and other forms of contingent compensation. Therefore, supplemental disability plans can be designed to give executives the opportunity to include these other sources of compensation.
Supplemental Executive Retirement Plans
Supplemental Executive Retirement Plans (SERPs) help solve challenges with retention and motivation, helping retain and reward executives critical to the continuity of your company’s success. SERPs are a viable and popular alternative for top long-term executives concerned about the concentration of their post-retirement wealth in stock options. Although not without risks, a SERP may permit executives to self-direct the return on their account balances.