Whether you advise or lead a start-up company seeking the best and brightest, or are an established business looking to hang on to top-tier talent, strategic executive benefit programs are imperative to recruit, motivate and retain critical executive-level employees. Now more than ever, public corporations, non-profit organizations and privately-held businesses alike need to deliver personalized strategies to their C-Suite and other executive level employees in order to integrate their equity/earnings into a wealth portfolio for retirement, legacy and charitable goals – while maximizing their income, reducing taxes and mitigating downside risk.
Drawing on over 100+ years of experience of high-level legal and corporate consulting, Leech Tishman & MacArthur Financial have teamed up to offer clients an Executive Retention & Retirement Solutions program. Through this program offering, our team works with clients to develop customized executive benefits planning solutions.
A basic salary and bonus compensation/group benefits package alone is rarely sufficient in attracting and retaining talented employees; non-profit and privately-held companies are often competing for talent with public companies that have the capacity to offer different forms or types of equity awards and greater and more creative compensation packages. Qualified retirement plans such as 401(k) and profit-sharing plans have limited value for a highly compensated employee (“HCE”) due to restrictive contribution limits and non-discrimination requirements under the Internal Revenue Code and ERISA. In addition, tax-qualified and other bonus plans do not usually provide sufficient long-term solutions to attract, retain, and incentivize executives.
Developing a customized “non-qualified” deferred compensation/retirement plan for C-suite executives, key employees or a select group of HCEs to supplement salary & bonus arrangements is essential to any organization’s executive recruitment and retention plan.
Our Executive Retention & Retirement Solutions team can you help you structure plans, including the following:
- Deferred compensation plans, including 457(b) and 457(f) plans for non-profits, to leverage the organization to provide substantial tax and future benefits to designated participants
- Stock options, restricted stock plans and phantom stock plans for publicly held companies, and to level the field for larger privately-held firms
- Split-Dollar arrangements, to deliver significant survivor and/or estate benefits
- Supplemental executive insurance plans to enhance underlying nominal group coverage
- Individual Long Term Care policies, paid-up during employment within 5 to 10 years (no premium payments during retirement)
- High-limit Disability Income, for high-income earners
- Other non-qualified deferred compensation and retirement plans
Executive Retention & Retirement Solutions Team
Bruce J. McNeil, Esq.
Partner
Leech Tishman
ERISA, Employee Benefits &
Executive Compensation
T: 202.978.7799
bmcneil@leechtishman.com
Robert MacArthur
Founder & Principal
MacArthur Financial
Executive Benefits
Advisor
T: 203.909.6533 x501
rmac@macarthurfinancial.com
Philip A. Toomey, Esq.
Partner
Leech Tishman
Employment & Labor
Practice Group (Chair)
T: 424.738.4400
ptoomey@leechtishman.com
Pete A. Fuscaldo, Esq.
Managing Partner
Leech Tishman
Corporate
Practice Group
T: 412.261.1600
pfuscaldo@leechtishman.com
Leech Tishman and MacArthur Financial to Host Webinar on Navigating the Talent War with Creative Retention & Retirement Solutions
Whether you advise or lead a start-up company seeking the best and brightest, or are an established business looking to hang on to top-tier talent, strategic executive benefit programs are imperative to recruit, motivate and retain critical executive-level employees. Now more than ever, public corporations, non-profit organizations and privately-held businesses alike need to deliver personalized strategies to their C-Suite and other executive level employees in order to integrate their equity/earnings into a wealth portfolio for retirement, legacy and charitable goals – while maximizing their income, reducing taxes and mitigating downside risk.
