While company-paid group-term life insurance is beneficial, it is not equally valuable to each employee. Review this sample restoration plan to learn how to make high-income earners whole by providing them additional individual coverage.

When it comes to recruiting and retaining key employees, nonprofits are limited due to IRC Section 457. Here are three executive comp plans that help nonprofits including split-dollar, restricted executive bonus arrangement (REBA) and nonqualified deferred compensation.

An effective executive benefit program must meet the objectives of both the employer and employee. This concept examines the structure and design of three plans: nonqualified deferred compensation, restricted executive bonus arrangement (REBA) and split-dollar arrangement.

This discussion outline helps establish a need for business owners to create a guaranteed issue life insurance program. Common needs are buy-sell for businesses with a lot of stockholders or members, key person business protection or key employee benefit packages.

Unique businesses need unique plans, which includes creating plans that allow business owners to fund retirement. Use this reference sheet to learn three strategies to monetize a closely held business and the advantages and disadvantages for each approach.

Just because an estate is too small to get taxed doesn’t mean it is too small to cause problems with heirs ill-equipped to handle wealth, sibling rivalries, divorce, lawsuits and more. Using a trust, you can give your heirs the benefit of wealth without direct ownership of wealth.

When corporate tax rates are lower than individual income tax rates, owners seek to retain capital in their businesses. Many keep a large part of their working capital in conservative, liquid assets but should consider maximum funding corporate-owned cash value life insurance.

Three plans. One goal: help a business owner retain key employees. Moving from simple to more complex, these plans include and an endorsement split dollar plan, executive bonus plan with option to add restriction and defined contribution supplemental retirement plan.

This a client-facing overview of ways a business owner can retain key employees. Moving from simple to complex, it covers endorsement split dollar, executive bonus with an option to add restriction and defined contribution supplemental retirement plan.

A Restricted Bonus Plan is a combination of three planning tools: a Section 162 bonus plan, a restricted endorsement and an employment contract. The combination of these elements creates an attractive benefit for key employees while providing the employer with control.

A product-based bonus plan allows an employer to pay for an insurance product on an employee's life. The employee owns the policy, but the employer may restrict access to cash value through a special policy endorsement, commonly referred to as “golden handcuffs.”

If aging business owners want to retain a key non-owner employee, a substantial lump-sum bonus tied to life insurance can be the solution. The business owns a policy on the employee and pays premiums, then enters an endorsement split-dollar agreement with the employee.