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Companies and nonprofits turn to us for insight on how best to adapt to recent legislation that has drastically altered the rules governing certain stock options, severance pay, elective salary deferral, supplemental executive retirement plans, and other benefits.
Part 1: 409A fitness. We cover the potential pitfalls that nonqualified deferred compensation plan sponsors may face as they attempt to successfully navigate an M&A to a conclusion that satisfies both the organization and…
Will the nonqualified deferred compensation plans (NDCPs) still fit within the top-hat exemption post-merger and have the NDCPs Federal Insurance Contributions Act taxes been properly applied to the benefits?
In this introduction to a 12-part series, we discuss a dozen traps to which plan sponsors need to pay particular attention including 409A plan recognition, plan document requirement, and “Top-Hat” group…
Best practices for NDCP sponsors: Review of current state of top-hat participation and reporting rules.
Section 162(m) of the Internal Revenue Code places a $1 million-dollar limit on the amount of deductible compensation that a “publicly held corporation” can pay to their “covered employees."
This article examines how nonqualified deferred compensation plan (NDCP) sponsors can navigate the rules to ensure their NDCP comply with Code Section 409A with respect to changes in the form of payment elections.
Internal Revenue Code Section 409A contains strict rules limiting the ability of nonqualified deferred compensation plan (NDCP) participants to change their benefit commencement date (BCD) under the plan.
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