Employer - Sponsored Benefits

Today employers need to regularly review their employee benefit plans to determine if their benefits plans meet their company's needs while helping meet the needs of their employees.

A periodic assessment of employee benefit programs often reveals opportunities for potential improvements. Taking the assessments can initiate a very informative third-party review of your benefit programs.  We work with you to help identify the right plan, the right products and  right services that are best suited to meet your goals.

Employee Benefits: 

Traditional Insurance Benefits

• Health Insurance Plans
• Dental Plans
• Vision Plans
• Life Insurance
• Disability Insurance
• Long Term Care Insurance
• Voluntary Insurance Products

Retirement Plans

• SIMPLE-IRA and SEP-IRA Plans 
• Defined Contribution 401(k) & Profit Sharing Plans
• 403(b) Plans for Non-Profit & Exempt Organizations
• Defined Benefit Plans
• Employee Stock Ownership Plans (ESOP) for the employee-owned company structure.
• Roth and Traditional IRAs

Employee Financial Resources Program (EFRP)

A customized and interactive "Financial Wellness" program for owners, executives, and employees. 

• Worksite Presentations (upon request)
• One-on-One "Financial Strategies" planning for employees
• Fee-based executive planning available for owners, executives, shareholders, and other employees designated by management.

Executive & Key Person Benefits:

Executive 457 Plans for Tax-Exempt Organizations

• Offered exclusively for tax-exempt organizations.
• These organizations my offer nonqualified deferred compensation plan for a select group of highly compensated or management employees called the "Top Hat" group.
• Organizations can provide additional retirement benefits to the exempt group outside the restrictive eligibility, vesting and contribution limitations of ERISA.

Executive Nonqualified "Excess" Plan

• A defined contribution deferred compensation plan.
• These plans help bridge the retirement income gap that highly compensated employees (HCE's) often face due to limitations in their qualified retirement plans.
• It allows select executives to defer income in "excess" of the qualified plan limitations up to 100% of their income on a pre-tax basis.

Long-Term Care Insurance

• Used to attract, retain and reward owners, shareholders and executives.
• This coverage is a deductible business expense for the company, and a tax advantaged benefit for the insured.

Executive Nonqualified Defined Benefit Plan

• A defined benefit deferred compensation plan.
• It can provide supplemental retirement benefit to select executives in excess of qualified plan limitations on a pre-tax basis.

Select Reward Plan

• Employers select executives to receive a lump sum "reward bonus" payable upon reaching a pre-determined service date.
• The employer can endorse a portion of a COLI death benefit to the executive for survivor income during the service period.

Split Dollar Life Insurance

• Employers can provide a retirement and pre-retirement death benefit for selected key employees.
• A nonqualified executive benefit where a life insurance policy is funded by a loan from the employer that are either repaid or forgiven, based on employer preference.
• The employee owns the policy subject to a collateral assignment in favor of the employer that secures repayment of premium loans.