Strategic Executive Wealth Maximizer™
All businesses rely heavily on their key people. Incentive-based compensation programs can help to increase productivity and encourage employee loyalty. Empowering executives with personal wealth incentives enables them to focus more on maximizing your company’s bottom line and gives you the confidence necessary to grow your business to the next level.

Strategies include:

• Supplemental Employee Retirement Plan (SERP)
  
• SERP Swap
  
• Deferred Compensation
  
• Split-Dollar Insurance
  
• Phantom Stock
  
• Executive Bonus
  
• Selection 79 Group Carve-Out
  
• Financial Planning offered through Allied Professional Advisors
  
• Employee Stock Ownership Plan (ESOP)
  

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Case Study:

Facts and Circumstances:

A third generation electrical contracting firm was experiencing substantial growth and had concerns regarding the difficulty of hiring qualified new employees, and problems with losing Executive Level Employee's that were key in growing the company to the next level. The company had an existing retirement plan in place for the rank and file in addition to a substantial year end bonus plan for the Executive Level Employee's.

The owner was concerned that the year end bonus was reaching extremely high levels of compensation and the actual benefit received by the employee was significantly reduced by taxes. In addition, a few of the employees had left shortly after receiving their bonus and were now competing against them on jobs. The current compensation plan was not effective and the owner had no desire in providing stock ownership to the employee's.

Planning Strategy:

As a result of our working as a team with the owners and CPA, and utilizing our "Strategic Executive Wealth Maximizer" process we were able to design a plan that provided the following:

1. A combination deferred compensation and cash bonus plan with a 5 year vesting period. The plan provided a strong incentive to attract and retain key employees.
   
2. The plan substantially reduced the tax burden at the corporate and executive level allowing for more dollars to be utilized for funding the compensation plan and growing the company.
   
3. Utilizing the current tax savings a guaranteed level of retirement benefit was provided for the employee including a full funding of the plan in the event of a death or disability, in addition to a cost recovery for the employer so that it could go out to the marketplace and hire a replacement or provide needed liquidity to the company for completion of jobs.
   
4. The plan also strengthened the financial position of the company.
   

The solution provided by the Strategic Executive Wealth Maximizer process provided the Employer/Employees and CPA with a more efficient incentive based compensation plan . It provided the ability to select key participants, flexibility in funding levels, as well as a turnkey program with a level of security and comfort due to the plans full disclosure and proper legal and accounting documentation.