![Shaking Hands](https://static.wixstatic.com/media/11062b_7f665559e4bf436aa326e7f3ae23ee54~mv2.jpeg/v1/fill/w_104,h_69,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/11062b_7f665559e4bf436aa326e7f3ae23ee54~mv2.jpeg)
Executive Benefits
Our focus and biggest value add is in designing plans, from a structural and plan provisions perspective, that provide ways for executives and companies to accumulate wealth on a tax favored basis.
Our expertise is in plan design, funding, financing, implementation, and administration of non-qualified executive benefit plans to better attract and retain executive talent for publicly traded and privately held companies as well as financial institutions.
Executive Benefits Focus
![DCP_web.jpg](https://static.wixstatic.com/media/4e9833_8d9610542e784e978f836bfd3ca5afc9~mv2.jpg/v1/fill/w_99,h_62,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/DCP_web.jpg)
Deferred Compensation Plan (DCP)
Concept where an executive can elect to defer, pre-tax, an unlimited amount of compensation (salary and/or bonus) and receive that compensation as a distribution at a specified period in the future (distributions are taxable as ordinary income). This deferral grows tax-deferred and the plan is not subject to discrimination testing unlike qualified retirement plans.
![Super Roth](https://static.wixstatic.com/media/4e9833_99afa482aa2241ef89834c7eab069439~mv2.jpg/v1/fill/w_85,h_62,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/iStock-1161038411_edited.jpg)
Super Roth
An executive owned, company endorsed benefit that allows the executive to contribute unlimited after-tax dollars. The executive directs the company to make contributions into the plan from their compensation. Distributions are income tax-free by way of withdrawals up to basis followed by loans taken against the policy thereafter. Plan can also provide asset protection.
![iStock-1223152083.jpg](https://static.wixstatic.com/media/4e9833_e9389748a4e644e3ab06270b6edd5c1c~mv2.jpg/v1/crop/x_0,y_281,w_3771,h_2078/fill/w_113,h_62,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/iStock-1223152083.jpg)
Split-Dollar Plan
Life insurance policy on an individual where the death benefit is shared between the company and the individual. Premium payments are made by the company and Split-Dollar Plans are typically structured to where the company is reimbursed for their premium payments upon the death of the executive.
![iStock-486291016.jpg](https://static.wixstatic.com/media/4e9833_d12756ed5e944eb0ae3ca29d7ffc5982~mv2.jpg/v1/crop/x_0,y_199,w_5669,h_3124/fill/w_113,h_62,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/iStock-486291016.jpg)
Supplemental Executive Retirement Plan (SERP)
A company paid benefit designed to maintain the executive’s employment until retirement when the executive will then receive this as a stream of taxable income. Contributions can be made through defined contributions during employment and accrue tax-deferred or the benefit provided at retirement can be a defined benefit which is based on a formula (e.g. 50% of the executive’s 3 year average salary).
![iStock-975681356.jpg](https://static.wixstatic.com/media/4e9833_fda858e18dbc4bbeaa6acc8ce00610c0~mv2.jpg/v1/crop/x_0,y_223,w_3864,h_2129/fill/w_113,h_62,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/iStock-975681356.jpg)
Executive Disability Income (EDI)
Allows for income replacement for a specified duration (typically through age 65) in the event an individual suffers a disability and is unable to work. EDI typically picks up where Short-Term Disability ends, and the plan can be structured in a number of ways including whether or not the individual is able to find work in their current occupation (own occupation).
![iStock-1225748511.jpg](https://static.wixstatic.com/media/4e9833_f92d18e63bc9498e9127564e90ebbf56~mv2.jpg/v1/crop/x_0,y_362,w_3644,h_2008/fill/w_113,h_62,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/iStock-1225748511.jpg)
Executive Long Term Care Plan
Insurance used to offset costs associated with assisted living expenses from a care giver. These benefits are received income tax-free with a guaranteed death benefit and return of premium if the Long Term Care is not used. Premium payments can be made after-tax by either the company or the individual and the policy is individually owned.