Supplemental Executive Retirement Plan Agreement

A SERP must function as gold handcuffs because it encourages a highly compensated employee to stay in a company long enough to obtain the full benefits of the plan. A SERP is a kind of unqualified plan that is deferred, which a company makes available only to certain highly compensated executives or employees (CHC) to supplement the pensions it offers under qualified pension plans. A supplementary executive pension plan is an unqualified plan. As a general rule, employer contributions to a PRSP are not tax deductible and the worker who benefits from the plan is only entitled to many tax benefits when he leaves the pension plan. In addition to the tax-free treatment of tax-free pension plans, SERPs pose certain risks to employers and workers. If a company owes a debt to a creditor, all SEPS can be seized. 401 (k)s have a guaranteed payment, even if a business closes, while SERPs require planning on behalf of the company to safeguard its SERP assets. Employees may also lose their SERPs if they leave the company prematurely, violating the terms of the agreement by not meeting performance targets or otherwise violating the agreement. Supplementary pension plans for executives are options for companies that want to encourage key executives.

Because they are not qualified, they do not need IRS authorization and minimal reporting. While qualified pension plans require testing to ensure that employers do not exceed contribution limits (and that workers do not exceed benefit limits), an unqualified plan, such as a PRSP, does not require an equity test and has no contribution or benefit limits. The company controls the plan and can set aside an annual charge equal to the current electricity value of future benefit payments. If the benefits are paid, the company can deduct them as an effort. The company will set an annual charge equal to the current value of electricity for future benefit payments. Because of its many advantages, most companies use cash value life insurance to finance the SERP contract. The company acquires life insurance on the life of the key employee, sufficient to recover the costs associated with future benefits described in the agreement. The company pays the premiums, holds the policy and is the beneficiary of the policy.

Cash policies increase with a tax advantage and can be used at any time by the company at its sole discretion. Companies generally offer SERs to executives and others with highly sought-after skills. Because companies do not receive tax breaks for unskilled pension plans, they generally limit the additional costs of SERPs to people who bring high value to the business. While all employees create added value through their work, management positions are more difficult to fill and often require a large amount of practical institutional knowledge that they can only gain by having professional experience with a company. SERPs have minimum reporting requirements and do not involve IRS authorization, so companies can design and manage plans based on their needs and what they want to offer their employees. Because it has its own policy, it can record revenues on its books based on the growth in the cash value of employee plans. As soon as the company pays the benefits when an employee retires, it can deduct that amount as a business expense. In the case of qualified plans, entrepreneurs or businesses must pay taxes immediately. Talented professionals are more likely to stay with their current employer if they have a great long-term retirement plan linked to that employer. A SERP is a form of plan for deferred compensation. It is not a qualified plan. In other words, there is no special tax treatment for the company or worker, as provided for in Plan 401 (k).

SERPs are also popular advantages for

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