Ready for Next: What will be the impact of proposed tax reform on the utilization, design and funding strategies of Non-Qualified plans
Kristi Barens, Principal at Mullin, Barens, Sanford
Rhonda L. Miller, ACS, SVP Non-Qual Consulting at Prudential Retirement
Mary K. Samsa, JD, Partner – Tax at Akerman LLP
Nancy Gray, Account Executive at Matrix Financial Solutions
July 28, 2021
In today’s highly competitive and ever-changing landscape, organizations are seeking new ways to retain key employees and recruit top talent. Having the ability to compensate key members without surrendering control of the business allows an employer to financially reward an executive without having to make that person a partner or part-owner of the business. KPMG conducted a survey in September finding that Talent Recruiting, Reward and Retention went from eleven to the number one spot on the list of what is keeping CEOs awake at night. Non-Qualified Plans are a solution that is appealing to business owners of all sizes as they offer unique benefits, like flexibility and additional deferral of money that qualified plans don’t specifically for mission critical employees. Due to their complex design, non-qualified plans provide advisors direct access to key decision makers and help strengthen the relationships. With few advisors specializing in these plan types, there is a unique opportunity for advisors and asset managers to potentially gather and grow assets to differentiate themselves. As the Biden Administration moves forward with their policy proposals, it is important to understand and evaluate the impacts that proposed tax law changes would have on the utilization, design, and funding strategies of non-qualified plans.