Non-qualified deferred compensations have been around even before the passage of ERISA in 1974.
But lately – and lately being the firestorm surrounding the President’s budget proposal to substantially reduce the ability to save for retirement – those of us in the financial service industry are anticipating the worst and thinking through the solutions.
Last week in my article,
Here’s another strategy. Employers should consider a non-qualified deferred compensation plan regardless of whether ERISA benefits are reduced. “Regardless” because tax rates increased as part of the so-called Fiscal Cliff Deal.
There is not enough space to cover the nuances of non-qualified plans, but simply consider the following: These plans can generally be designed to cover only a “select group” of employees and be excluded from ERISA coverage. The usually discussed disadvantages: 1) no employer deduction until taken into income by the employee, and 2) subject to the employer’s general creditors, can be worked around and through.
In our little corner of the world, I can hear the marketplace calling as evidenced by three conversations last week with advisors regarding non-qualified plans. One we have closed together, and the other two have gone from “suspects” to “qualified prospects”.
From a statistical standpoint, not significant. From a business development standpoint, a reason to talk to employers.
Jerry Kalish is President of National Benefit Services, Inc., a Chicago-based third party administrator. He also publishes