Higher salaries are not always the best (nor the only) answer to executive compensation and benefit problems.

Non-Qualifying plans that are skillfully designed will help executives accumulate and preserve wealth. These plans are often highly effective ways to attract, retain, and reward key executives. They also solve the “highly compensated employee discrimination” problem created by limitations on qualified broader-based employee benefit programs.

Together we can design the Executive Benefits plan that best satisfies your needs. We will help you with:

• Establishing objectives and identifying design issues
  
• Preliminary design planning
  
• Financing and security alternatives
  
• Plan modifications and finalize plan design
  
• Analyze and select financing vehicles
  
• Develop plan implementation strategy
  
• Implement executive plan administration

Deferred Compensation Plans
Assist executives to diversify investments, reduce current income taxes, and achieve tax-deferred investment growth. 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 not subject to 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 Life Insurance Plans
Deliver pre- and post-retirement life insurance benefits to executives that are typically lower in cost, but provide more comprehensive benefits than traditional group plans. These plans can 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 supplement long-term group 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 curtailed upon disability.

Executive Long-Term Care Insurance
Provides non-discriminatory benefits to key employees without imputed or regular income taxation. Employer premium payments are fully tax-deductible. Special plans are available to be fully paid up by normal retirement age, thus alleviating the need for premium payments during retirement.

COLI, BOLI, TOLI, IOLI Plans
Institutionally priced life insurance plans are designed to finance corporate executive benefit liabilities (COLI), bank executive benefit liabilities (BOLI), VEBA Trust liabilities (TOLI), or Insurance Company executive benefit liabilities (IOLI).