Executive benefits

Should you offer an executive benefit plan? What are executive perks? Create an executive benefits program that helps give them long-term financial stability.

And just think about the advantage you’ll have in attracting and retaining top talent. The advantages of cultivating a high-performing executive team are many: keeping institutional knowledge in-house, avoiding operational disruptions, advancing strategic priorities, and more. A robust executive benefits program is a powerful tool to attract the best talent, retain top executives, and motivate your current leadership. Build an executive benefits plan that attracts top executives and helps them achieve their financial goals. Group Variable Universal Life Insurance (GVUL).

Portable, permanent coverage that builds cash value to augment retirement savings. Learn more about life insurance. Big financial decisions require advice from leading financial consultants. Our consultants and technical specialists analyze and create plans and financing programs to meet the needs of private practices, businesses, and corporations of every size and description. This executive benefits survey enables institutions and compensation committees to adequately assess benefits and perquisites for competitiveness and reasonableness in the context of total remuneration.

This survey covers detailed information on retirement benefits , severance benefits , health and welfare benefits , and perquisite practices. This presentation will provide a high level overview of some of the programs available and may help you present the basic differences among the plans and the motivation to create an executive benefit program. Experienced Provider, Licensed Support. Contact us to learn how we are working to help employers efficiently create, ad update, assess and manage existing benefits.

Employee benefits (fringe benefits ) are often deductible to employers and they are sometimes taxable to employees. Companies are very creative in finding ways to compensate executives and high paid employees with a variety of these fringe benefits. For over years our professionals have provided companies with administration and actuarial services for their retirement plans. We have created a specialized line of products to meet the personal and professional goals of high-net-worth executives.

NFP can help your executives make up the shortfall caused by limits on a qualified plan, such as an IRA, 401(k) or 403(b), with supplemental executive retirement plans. No Second Driver Fees — Never pay extra when family members and business associates do the driving. Free Rental Day = credits.

This online survey is the leading source of credible data with valuable information on a variety of executive benefits topics, including retirement benefits , severance benefits , health and welfare benefits , and perquisite practices. The survey is open year-round and a complimentary copy of the is provided to participants only. Special perks and fringe benefits have long been used to attract, reward and improve the productivity of executives.

But in recent years executive perquisites have become a lightning rod for. Knowledge You Can Bank On. Retaining top talent is a major priority for most businesses, especially members of the executive staff. For each client, a team of professionals is.

Top leaders expect an executive benefits package that goes beyond salary and bonus potential. For example, core benefits may not provide adequate coverage because they are cappe taxable or exclude bonuses or commissions. Our clients include the nation’s largest law firms, money management firms, national employers and governmental agencies. to the site using your User ID and Password: First Time Users Click Here: User ID: Forgot User ID? Key management employees and executives face unique personal, financial, and business planning concerns.

Often, their needs exceed the level of available group benefit plans and require a custom benefit strategy. Benefit Plans for Unique Risks. Our mission is to help small to mid-sized employers find comprehensive and cost-effective benefit programs so they can attract and retain quality employees while remaining compliant with the regulations of the Affordable Care Act (ACA). The unexpected departure of an executive can cost you 4 of their annual salary.

That’s one reason why more credit unions offer a supplemental benefits plan today, as compared to just two years ago. More and more, critical employees can be found throughout the organization. These well-compensated executives not only face the greatest risks of benefits coverage gaps, but their supplementary benefits can also be the most difficult to explain. Cost-efficient benefits for talent you cannot afford to lose. Highly talented executives and professionals come with high expectations.

Unfortunately, too many benefits plans impose unattractive limitations on your compensation packages, and unreasonable burdens on your business. We offer funding solutions for non-qualified executive benefit plans. Our customizable products are most suitable for banks and corporations looking to attract, retain and reward their executive talent.

The chart below will help you determine which one of our leading edge products may be right for clients.