- Today's benefit plans should be organic elements of the company business
strategy. For the smaller employer, this means that the design options
should be broad, amendments easily made, and the costs of changes minimized.
Our "prototype" plan documents are pre-approved by the Internal
Revenue Service, but offer virtually all of the options available under the
We offer qualified retirement plans, cafeteria plans, and nonqualified
deferred compensation arrangements. We work with our client's tax, business,
and legal advisors to ensure that the documents selected conform to their
- Qualified Plans. Profit-sharing (traditional, 401(k), rate group
or "new comparability", age-weighted), stock bonus, ESOP, money purchase pension,
target benefit, and defined benefit (flat benefit, fixed benefit, unit
credit, and cash balance) plans.
- Cafeteria Plans. Premium only plans, medical/dental
reimbursement, life/disability insurance, dependant care, vacation pay,
adoption assistance, and flexible spending accounts.
- Nonqualified Plans. Elective deferred compensation, supplemental
executive retirement plans and benefit equalization plans (including Top
Hat and excess benefit plans), performance/incentive plans (including phantom
stock appreciation rights), Rabbi trusts, Secular trusts, and split dollar