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Our Company 
Executive Compensation/ Key Employee Benefits
The Internal Revenue Service provides countless superior ERISA compliant plans to provide incentives to employees.
But if an employer wants to provide discriminatory benefits, like:
- Put more money away annually for just the owner, above the ERISA limits,
- Incentivise specific behaviors or individual employees,
- Provide a benefit to 1 employee and not another,
- Insure that the company won't be devastated by the loss of a key employee.
Then a company turns to non-Qualified deferred compensation or non-qualified plans. Using strategies like:
- 401(k) mirror plans - which provide specific employees to defer compensation above the IRS limits
- Phantom Stock Plans - look and feel like an Employee Stock Ownership Plan, but require no stock to provide funding,
- Executive Bonus Plans / Golden Handcuffs - a promise to pay deferred compensation to an employee if specific long range performance goals are met.
- Qualified Sick Pay Plan - Carves out Disability benefits on a discriminatory basis for individuals who either don't have disability coverage or whose income is in excess of the cap on the Group Long Term Disability Benefits provided.
- A Split-Dollar Plan: Both Sides Benefit -lets your company provide valuable life insurance and retirement benefits to key employees, with funds that your company can eventually recover. The business pays the current insurance premium on a life insurance policy and shares the cash value and death benefit. Most employees find it very attractive and, if it's structured right, it can be a cost-efficient benefit for the company,
- Key Man Insurance - What happens to the business if a key individual dies or becomes disabled? Insurance and planning should be established so that the company doesn't face undue financial strain during an already difficult transitional time.
- Financial Planning as a Voluntary Benefit - Make sure that your key employees have met with a qualified financial representative who understands the business benefits. This is a great benefit to offer in conjunction with the traditional 401(k) . Feel assured that employees have the appropriate coverages, wills, trust, liability limits and a long range plan.
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 Business Continuation
Employee Benefits
Executive Compensation
Retirement Plans
Etc.
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