Executive Benefit Plan Strategy: How to Retain Top Talent and Maintain Legal Compliance
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Nonqualified plans have become increasingly important in the last 18 to 24 months. Employers need new and inventive ways to attract, retain and incentivize highly compensated and key management employees. One of the biggest (and most overlooked) differences between qualified and nonqualified plans is the lack of a 'due diligence framework' on the nonqualified plan side. In the world of nonqualified plan, you and your plan committee are required to meet regularly, and to comply with various fee disclosure, notice requirements, etc. In the world of nonqualified plans, there's a tremendous amount of flexibility, but due diligence is still imperative to make sure plan sponsors comply with applicable law. The purpose of this presentation is to identify nonqualified plan due diligence needs and develop a related framework and support system.
Learning Objectives:
- What is a nonqualified deferred compensation plan and how does it defer from a qualified retirement plan?
- What are the related advantages for employers and employees?
- What are the due diligence requirements for nonqualified plan sponsors?
- How can these types of plans provide a significant value add to employers?
- What are the key due diligence considerations?
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Emily R, Langdon
Emily helps clients implement and operate employee stock ownership plans (ESOPs) and multiple employer welfare arrangements (MEWAs). Emily also handles benefits issues related to corporate transactions, including mergers and acquisitions due diligence.
As a compliment to her benefits practice, Emily regularly counsels clients in the area of healthcare law, including healthcare reform and HIPAA compliance. Her expertise includes advising clients with ties to the healthcare and pharmacy benefit management industry on business and contractual matters, practitioner employment agreements, administrative services agreements, compensation plans, and confidentiality and nondisclosure agreements.
Emily establishes strong relationships with her clients by building trust and confidence in her ability to identify goals and solutions. She emphasizes effective communication and strategic planning when working with employers on benefit plan design and compliance. Emily has the ability to analyze complex legal issues and state key points in a practical manner that can be applied to real-life client situations. She advises clients in a variety of industries, from small closely held businesses to national corporations.
Emily’s positive attitude, highly motivated personality, and determined approach result in successful outcomes and long-term business relationships.
