Compensation and benefits are on the minds of all employees — including your top executives. Key employees and business owners require unique benefit programs that combine health, life, disability, key person and long-term care insurance as well as succession planning, and asset and wealth protection.
Our team helps your craft an executive benefit strategy that takes into account, total compensation, succession planning, risk mitigation and wealth preservation. Key person insurance, buy/sell planning, individual disability carve-out plans, and other programs are all considered to enhance the value of total compensation for the executive and protect your business in the event of the retirement, death, or disability of a key executive.
We work with individuals and companies to develop non-traditional solutions to deferred compensation for retirement planning and long-term investments. We offer custom solutions that allow your key employees to save and invest in their futures, while remaining fully compliant with state and federal regulations. It is an additional benefit that can help you better compete for and retain top talent.
You and your key employees will be surrounded by a dedicated team to help provide personalized risk and financial management.
“If we get sued, you get sued!” Sounds warm and comforting, right? I bet you cannot wait to partner or contract with a company that already has litigation on its mind. Nevertheless, these types of statements are common, and once formalized by lawyers, are called “indemnification clauses.” They are often necessary but can be very broad and potentially catastrophic to your business.
Our national Employee Benefits Compliance Team is dedicated to helping you stay abreast of fast-changing legislative and regulatory developments and guidance related to health and welfare plans that could impact your business. This update will discuss guidance issued on the 2021 COBRA subsidy and changes making COVID-19 PPE a qualified medical expense.
The Employer Shared Responsibility Penalty (ESRP), introduced by the Affordable Care Act, requires applicable large employers (ALEs) to offer affordable and minimum value health coverage to their full-time employees (and their dependents), or to potentially pay tax penalties to the IRS. Whether you are new to the ESRP or your company is newly subject to the ESRP, this article covers some of the key details.
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