hese problems also apply to disability or pre-retirement death benefits. Hidden caps, gaps, and limits in disability or life insurance plans severely restrict the income replacement value to highly compensated employees. Non-qualified benefit plans are sophisticated solutions to these problems. They help your organization affordably attract, motivate, and retain talented executives with a highly appealing program of financial rewards.

A well-designed Non-Qualified Deferred Compensation plan offers unparalleled flexibility. Unlike traditional plans they enable you to:

Choose who participates and their level of participation without worrying about meeting complicated discrimination tests.

Design and implement a plan as you see fit with few limitations and reporting requirements, fund the plan through the organization, participating executives, or both.

Incorporate retirement benefits with pre and post-retirement life insurance and disability benefits.

A well-designed program can reward superior performance with incentive features related to financial goals like the value of the stock, profits, or sales targets. In addition, it can be designed with flexible termination and vesting rules specifically designed to solicit company loyalty or even encourage early retirement. Perhaps best of all, a carefully thought out and funded executive benefit plan can replace the cost of the benefit to the organization.

How well does a compensation program maximize employee appreciation and income-tax deferral at the same time? There are many deferred compensation programs available today: SERPS, 401(k) excess plans, and performance based deferred compensation plans, etc. Our consultants identify the right plan that fits the philosophy and objectives that match your organization.