Nonqualified deferred compensation plans (NQDC) play an important role for companies looking to recruit, reward and retain executives. What are the latest trends for these types of plans? Find out during this timely, informative webinar from Newport and PLANSPONSOR magazine.
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Remote work and flexible work arrangements, wellness programs and financial education were among the top trends observed across industry reports, including Newport’s annual Compensation, Retirement and Benefits Trends Report. Check out a preview here.
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Section 409A of the Internal Revenue Code of 1986, as amended (the "Code") requires deferred compensation to be paid under written agreements specifying both the time when payments commence and the form of payment. Section 409A prohibits earlier payment under an "anti-acceleration" rule.
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Plan Sponsor and Advisor Webinar
April 29, 2020
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Plan Sponsor and Advisor Webinar
April 6, 2020
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As a type of defined benefit pension plan, cash balance plans can help employers attract and retain employees through enhanced benefit security, and maximize annual tax-allowable contributions to “qualified” deferred compensation arrangements through current (versus future) tax deductions.
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Employers that sponsor non-qualified deferred compensation plans may choose to set aside funds in order to create a pool of assets that can be used to pay benefits that have been promised to executives.
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Newport Group helped a large conglomerate see the “big picture” of its executive compensation structure and provided a vision for long term improvements.
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Non-qualified plans are an excellent tool to help retain, attract and reward executives or highly compensated employees. These plans can provide participants additional tax-deferred benefits above the levels available in their 401(k) plan.
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Non-qualified deferred compensation plans are more popular now than ever among the nation’s leading companies due to their relative ease of implementation and high individual tax rates (federal and state).
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