Whether you are a mature and stable organization, or an organization quickly changing and growing, attracting and retaining executive and professional level talent is a challenging task. Human resources and financial management professionals often deal with a divergent population comprised of highly-compensated partners / executives and traditional employees. As such, the design, funding, communication and administration of employee benefit plans need to address the whole of the group, as well as respond to executive and professional staff who are often highly specialized practitioners.
Deferred Compensation and Supplemental Executive Retirement Plans: This non-qualified employee benefit is designed principally to provide retirement and/or accumulation of benefits to selected employees.
Endorsement/Collateral Split Dollar Life Insurance to Split Dollar Rollout:An excellent strategy for using life insurance to gradually increase the value of a key employee’s benefits.
Restricted Bonus Plans: Preserves immediate income tax deduction for employer, while retaining at least some limited control over the employee’s entitlement to the benefits offered under the plan.
Executive Long-Term Care: A tax-deductible plan that protects an executive’s retirement plan and other assets by providing tax-free benefits for nursing home and home healthcare expenses.
Disability Carve-Out Plans: A strategy that supplements the group disability plan when gaps are created by reverse discrimination, benefits taxation, and uncovered bonus compensation.
Very often, the provision of distinctive strategies and programs will represent significant components of their overall compensation. Understanding these differences and knowing the details of complex executive packages are vital enablers in the introduction and deployment of successful benefits programs.
Business insurance, along with succession planning, which is designed to protect the investment value and continuity of your business, are important aspects of any executive benefits program. Of all the financial products, insurance remains one of the most important and complicated options, in terms of executive benefits. Whether it is Life, Disability, or Long-Term Care, insurance safeguards a client’s assets and their business and family’s future. To help protect and provide for their business and family needs while minimizing premiums and tax consequences, RCM&D helps clients assess their insurance objectives, explore ways to minimize their risks, and obtain the appropriate coverage.
Ready to continue the conversation? We’d like to. We are eager to discuss your risk and benefits management challenges, your organizational goals, and your appetite for new solutions based on your unique business needs.
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Securities offered through LPL Financial, Member FINRA / SIPC. Investment Advisory services offered through Global Retirement Partners, LLC a registered investment advisor. Global Retirement Partners, LLC, RCM&D and LPL Financial are separate non-affiliated entities. Branch office located at: 555 Fairmount Avenue, Baltimore, MD 21286. The LPL Financial Registered Representatives associated with this site may only discuss and/or transact securities business with residents in the flowing states and the District of Columbia: AL, AK, AZ, AR, CA, CO, CT, DE, FL, GA, HI, ID, IL, IN, IA, KS, KY, LA, ME, MD, MA, MI, MN, MS, MO, MT, NE, NV, NH, NJ, NM, NY, NC, ND, OH, OK, OR, PA, RI, SC, SD, TN, TX, UT, VT, VA, WA, WV, WI, WY.