Products and Services for the Business

• Health Insurance Strategic Planning and Design
  
• Dental Plans
  
• Vision
  
• Short and Long-Term Disability
  
• Group Life/AD&D
  
• Section 125 Cafeteria Plans
  
• Provider Network Evaluation and Selection
  
• Utilization and Cost Comparisons
  
• Plan Implementation
  
• Full Selection of Voluntary Benefits
  

Many business owners today are faced with an increasing need to provide a retirement benefit for themselves and their employees. Choosing the best retirement plan your business is a crucial step and providing one has many benefits. First, contributions to a retirement plan today can help you meet tomorrow’s goals of financial security. Another is that establishing a retirement plan may provide tax advantages. Eligible contributions are deductible expenses to your business and all contributions grow tax-deferred until withdrawn. Still another benefit is that it can create positive employee relations, helping to attract and retain quality employees, while reducing turnover.

• Qualified Pension and profit Sharing Plans
  
• SEP IRAs
  
• Simple IRAs
  
• 401(k) Plans
  
• Qualified Plan Analysis
  

Finally, it is critical to address what the future holds for your business as you reach retirement. Whether you would like to transfer your business to your family, sell to outside ownership, or even if you are not quite sure, we can help you understand your options, including:

• Buy/Sell Agreements
  
• Key Person Indemnification
  
• Family Equalization Techniques
  

Attracting and retaining key employees is an important business planning strategy. One of the key elements is how to compensate the key employee with additional income benefits. To avoid the problems and limitations of ERISA qualified retirement plans, many employers have elected to establish an executive compensation plan. This non-qualified plan has the flexibility and control that the employer demands, and the ability to contribute substantial amounts of money for your executives. The plan can be funded with employee salary deferrals or bonuses, with employer contributions, or a combination of both. Your employees may have the benefit of tax savings. Under a properly established plan, they will not be taxed on the money until it is received at retirement or by the beneficiary at your employee’s death.

• Section 162 Bonus Plans
  
• Deferred Compensation
  
• Split Dollar Funding