Finding a cost-effective way to reward key people is challenging. Qualified plans have preferential tax treatment, but an employer must generally include all employees and follow participation and administration requirements. Today we are going to talk about two alternative executive benefit compensation strategies – executive bonus and non-qualified deferred compensation.
My guests today are two members of the MassMutual team. Kathryn Wakefield is a director of advanced sales at MassMutual. Lina Storm is an advanced sales and sales enablement marketing director dedicated to MassMutual’s Strategic Distribution team.
Click here to learn more about MassMutual Whole Life Insurance- https://cloud.mm.massmutual.com/wlpp
Here is information about the compensation survey mentioned in the podcast:
Nolen, M. C. (November 11, 2020). Executive compensation in 2021: The most important thing private companies should do now. StrategicCFO360. https://strategiccfo360.com/executive-compensation-in-2021-the-most-important-thing-private-companies-should-do-now/
Here is information about the cash value of life insurance policies mentioned in the podcast:
Distributions under the policy (including cash dividends and partial/full surrenders) are not subject to taxation up to the amount paid into the policy (cost basis). If the policy is a Modified Endowment Contract, policy loans and/or distributions are taxable to the extent of gain and are subject to a 10% tax penalty.
Access to cash values through borrowing or partial surrenders will reduce the policy’s cash value and death benefit, increase the chance the policy will lapse, and may result in a tax liability if the policy terminates before the death of the insured.
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