[vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” scene_position=”center” text_color=”dark” text_align=”left” overlay_strength=”0.3″ shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_link_target=”_self” column_shadow=”none” column_border_radius=”none” width=”1/1″ tablet_width_inherit=”default” tablet_text_alignment=”default” phone_text_alignment=”default” overlay_strength=”0.3″ column_border_width=”none” column_border_style=”solid” bg_image_animation=”none”][vc_column_text]
Your company’s leadership team includes some of the most
critical hires your organization can make. Recruiting, retaining
and incentivizing these top employees is often a top priority.
But how do successful companies attract the needed talent,
especially when need for such talent is in high demand?
The Society for Human Resource Management (SHRM)
provides an annual benefits survey in determining whether
various employee benefits are leveraged to recruit and retain
top talent. The survey discovered that 39% of HR professionals
indicated their organization altered their savings and retirement
planning to better recruit highly skilled employees. At least
three-fifths of respondents expect retirement savings and
planning, financial benefits and health care benefits will
increase in importance to recruit highly skilled employees.[/vc_column_text][/vc_column][/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” scene_position=”center” text_color=”dark” text_align=”left” overlay_strength=”0.3″ shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_link_target=”_self” column_shadow=”none” column_border_radius=”none” width=”1/1″ tablet_width_inherit=”default” tablet_text_alignment=”default” phone_text_alignment=”default” overlay_strength=”0.3″ column_border_width=”none” column_border_style=”solid” bg_image_animation=”none”][split_line_heading animation_type=”default”]NONQUALIFIED PLANS[/split_line_heading][vc_column_text]Nonqualified plans provide a competitive benefit for recruiting
top talent. In fact, one study shows that 92% of companies oer
such plans.These plans allow employers to create enticing
compensation packages aligned with individual and company
values. For example, the plans can be customized to each
executive, providing compensation in a variety of ways for
performance-related benefit. At the same time, nonqualified
plans give the organization the ability to spread out the
compensation expense — often over the span of years — and
receive complete cost recovery plus a cost of money.[/vc_column_text][vc_column_text]
Recruiting top employees becomes easier with nonqualified plans:
1. Reduce the risk that your competition might get the top talent.
2. Provide a permanent benefit that cannot be matched by your
competition.
3. Tailor each plan to meet the specific needs of your prospect.
4. The plan can provide cost recovery to your business and even
provide for the cost of money.
5. The plan is balance-sheet-neutral and self-completing when
paired with a life insurance policy insuring the top performer.
[/vc_column_text][vc_column_text]A retirement plan may be one of the most valuable benefits
of employment. The terms of the promise are limited only by
the company’s compensation objectives and creativity. You
can promise to pay a retirement, survivor or disability benefit;
provide life insurance protection; or provide some combination
of benefits to the key employee or the employee’s beneficiary.
In return, the employee must meet some performance criteria
or agree to remain with your company for a certain number of
years (or to a specified age) in order to receive the benefit.
By understanding the advantages and risks of these plans, you
can ensure that you’re putting them to the best use for your
company.
Current Practices in Non-Qualified Deferred Compensation.
Newport Group, 2019[/vc_column_text][/vc_column][/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” scene_position=”center” text_color=”dark” text_align=”left” overlay_strength=”0.3″ shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_link_target=”_self” column_shadow=”none” column_border_radius=”none” width=”1/1″ tablet_width_inherit=”default” tablet_text_alignment=”default” phone_text_alignment=”default” overlay_strength=”0.3″ column_border_width=”none” column_border_style=”solid” bg_image_animation=”none”][text-with-icon icon_type=”font_icon” icon=”icon-glass” color=”Accent-Color”]DAVID GRAHAM – Vice President, Advanced Markets for The Atticus Group
TheAtticusGrp.com[/text-with-icon][/vc_column][/vc_row]