Learn how deferred compensation plans help attract, retain, and incentivize key employees while addressing compliance and tax issues.
In today’s economic environment, companies of all sizes and across all industries struggle to attract, retain and incentivize key employees. Nonqualified deferred compensation plans are an excellent way for companies to mitigate risks and achieve their goals with respect to key employees.
This presentation discusses the advantages of deferred compensation plans for both employers and employees. It presents specific plan design alternatives and explores several case studies that provide examples of ways to attract, retain and incentivize key employees. Finally, this presentation addresses important compliance and tax issues related to deferred compensation plans. By attending this presentation, companies and executives will gain the tools needed to implement and administer a nonqualified deferred compensation plan.
Learning Objectives
- You will be able to define a nonqualified deferred compensation plan.
- You will be able to discuss how to use deferred compensation plans to attract, retain and incentivize key employees.
- You will be able to explain the key benefits of deferred compensation plans for employers and employees.
- You will be able to identify compliance and tax issues related to deferred compensation plans.
Agenda
Deferred Compensation Basics
- What Is a Deferred Compensation Plan?
- Types of Deferred Compensation Plans
- Key Advantages for Employers
- Key Advantages for Employees
Compliance Issues
- Key Tax Implications
- Internal Revenue Code 409A Compliance
- Differences Between Qualified and Nonqualified Plans
Strategies to Attract Key Employees
- Better Overall Benefits Package
- Can Include in Offer Letter and Negotiations
- Distinguishes From Competitors
- Case Study 1
Strategies to Retain Key Employees
- Use of Vesting Schedules to Achieve Goals of Company and Employee
- Facilitate Business Succession, Buy-Ins, Preparation for Sale
- Case Study 2
Strategies to Incentivize Key Employees
- Tie Awards to Performance Criteria (Company and/or Individual)
- Plan Design Includes Both Time-Based and Performance-Based Awards
- Case Study 3
Nonqualified Plan Due Diligence Framework
- Why Is Due Diligence Important for Nonqualified Plans?
- How to Implement a Due Diligence Framework
- Ongoing Steps to Maintain Due Diligence
Speakers
Emily Langdon,
Fraser Stryker PC LLC- Partner/Shareholder at Fraser Stryker PC LLC
- Practice focuses on employee benefits, ERISA, and executive compensation
- Significant experience advising clients regarding health and welfare benefit plans, qualified and nonqualified retirement plans, equity incentive plans, and wellness plans
- Expertise includes advising clients with ties to the healthcare and pharmacy benefit management industry on business and contractual matters, practitioner employment agreements, administrative services agreements, compensation plans, and confidentiality and non-disclosure agreements
- Regularly counsels clients in the area of healthcare law, including healthcare reform and HIPAA compliance
- Assists clients with the implementation and operation of employee stock ownership plans (ESOPs) and multiple employer welfare arrangements (MEWAs), as well as managing benefits issues related to corporate transactions, including mergers and acquisitions due diligence
- Frequently speaks on topics regarding employee benefits and ERISA
- J.D. degree, cum laude, Creighton University School of Law; B.A. degree, magna cum laude, University of Notre Dame
Who Should Attend
This live webinar is designed for Executives, shareholders, board members, human resource managers, payroll professionals, presidents, vice presidents, controllers, accountants, insurance professionals, and attorneys.
