Executive Benefits

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Deferred Compensation Plans (DCP)

Our firm can be engaged to provide guidance and consulting on designing and establishing a new DCP or auditing an existing plan. Our approach is consultative and includes all aspects of deferred compensation including:

• Design and funding
• Implementation, enrollment, and plan administration
• Accounting
• Proxy disclosure
• Tax and payroll deductibility
• Plan documentation and security

Plans can be flexible and provide executives with an opportunity to choose from a variety of investment funds including fixed rate of return, deferring from multiple sources of income, and electing from a variety of payout options including specified date distributions.

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Long Term Incentive Plans (LTIP)

Similar to deferred compensation plans, Mezrah Consulting follows the same discipline associated with designing and auditing LTIPs. These plans are focused on company contributions as opposed to executive deferrals. The items below are at the core of our LTIP consulting:

• Determining the eligible group
• Competitiveness of contribution amounts
• Appropriate vesting schedule
• Designing a plan based on some measure of corporate performance (e.g. revenue, ROI, ROA, ROE, net income, etc.)

The goal of this executive benefit is to create a tool for the company to better attract and retain executive talent.

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Super Roth

This aspect of our consulting practice provides executives with an opportunity to invest after-tax dollars that will grow income tax-free. Distributions from the plan can be taken without tax including the investment gains that have accumulated within the plan. Moreover, reallocations are not subject to tax and assets within the plan can be protected from personal and corporate creditors depending upon the state of residence. In addition, identifying best of class investment managers and/or identifying a manager of choice is all part of the planning and design process. Company contributions can also be made into the plan and controlled by the company subject to a vesting schedule.

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Split Dollar Life Insurance Plans

Identifying ways to reduce an executive’s taxable income and provide a life insurance benefit that can be permanent in nature without financial impact to the company is the focus of this aspect of consulting. The items of interest in this engagement including the following:

• Determine eligible group
• Determine a competitive and appropriate amount of life insurance (note: may vary by title and years of service)
• Determine impact of an existing group term life insurance plan both from a financial perspective and tax perspective

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Supplemental Executive Retirement Plans (SERP)

Designing and administering executive benefit plans to help attract and retain executive talent while also being cost effective for the company and its shareholders is an essential part of Mezrah Consulting’s service offerings. SERPs are a valuable tool in providing key executives with additional retirement. Establishing a Supplemental Executive Retirement Plan (SERP) can take on a variety of forms including the following:

• Defined Benefit Plan
• Defined Contribution Plan
• Performance Based Plan
• Private Equity Incentive Plan

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Executive Disability Income and Long Term Care Plans

Evaluating existing plans is always paramount in designing a new plan where group disability coverage is being integrated with individual disability coverage. Providing executives with a portable, individually owned disability benefit that replaces up to 75% of an executive’s total income is always the goal. Sources of income can include salary, bonus, incentive compensation, commissions, and equity forms of compensation.

Long Term Care (LTC) plans are becoming the most popular executive benefit. There are several approaches available to a company in providing such a benefit including an investment account approach that can be designed with little to no financial impact to the company. Unlike disability income coverage, these benefits are paid in the event two daily living activities are lost. Executives can receive treatment at home or in a long-term care facility. Moreover, LTC plans can offer tax-deductible premiums and income tax-free benefits.

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Domestic Captive Insurance Structures (DCIS)

Determining the business risks of a company and exploring the insurability of those risks in a cost and tax effective way is at the heart of this corporate planning and consulting initiative. Moreover, creating an insurance company that follows the IRS safe harbors and accommodates both risk transfer and risk distribution requirements is paramount. Our approach and process take into consideration the type of business, the size of the business, and the company’s current financial position from a cash flow and P&L perspective. Based on these elements a financial model is created and business risks are evaluated and priced accordingly to determine the amount of annual premium.

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