In today's high-tech economic climate, key executive personnel are becoming increasingly difficult to retain. Clients often seek new and innovative incentives and rewards to retain and challenge an employee who is vital to the financial health of a business.  It's been called everything from Special Incentives  to  Golden Handcuffs, but in the end it is a customized package of life insurance, deferred compensation, and disability benefits to hold onto key executives.

Compensation packages must become ever more creative in providing incentives which promote retention of those key employees.

•	Section 162 Bonus
•	Split Dollar Life
•	Reverse Split Dollar Life
•	Nonqualified Deferred Compensation Modeling

As most key executives are also highly compensated (per IRC Sec 414) and invariably contribute the current allowable maximum into their qualified retirement plan, deferred compensation modeling becomes the more prevalent and viable option. A Nonqualified Deferred Compensation Plan can be individually designed for each employee utilizing corporate owned life insurance (COLI) as the funding vehicle.

Deferred Compensation Plans can be mutually beneficial to both employer and executive. Yet the interrelationship between the agreements and the underlying funding vehicle (COLI) can become quite complex. Professional consultation is therefore highly recommended in establishing a Deferred Compensation Plan.

Contact Us for more information on how this can help you reward and retain your key employees.