Executive Benefits
Most group plans fall short in providing the benefit levels necessary to adequately cover highly compensated employees, executives and partners. Employer provided group plans with dollar limits restrict the benefits of highly compensated employees when compared to benefits provided to the employee population at-large creating “reverse discrimination”. Many employers remedy the inherent gaps by providing supplemental benefit packages that allow for adequate life insurance, disability income protection and long-term care coverage to satisfy executive needs. In addition, retirement plan contributions for high wage earners are restricted by IRS contribution limits. Supplemental retirement plans such as deferred compensation plans and
Tudor Risk Services, LLC assists employers in designing and implementing plans to fill these gaps and eliminate “reverse discrimination”. Our expertise and partnerships allow us to effectively negotiate on behalf of our clients to obtain pricing concessions and to simplify the underwriting process.
In addition to supplemental benefit programs, we also provide the following solutions.
- Key Person Life and Disability Coverage
- Deferred Compensation Plans
- Executive Carve-Out Long Term Care Insurance
- Endorsement Split Dollar Arrangements
- Section 162 Bonus Plans
- Restricted Executive Bonus Arrangements
- Corporate Owned Life Insurance (COLI)
- Buy-Sell Funding Mechanisms (Entity or Cross Purchase)
- Buy-Sell Disability Insurance
- Disability Overhead Expense Coverage