Sessions

Are you looking to attract and retain key talent? Nonqualified benefit programs are used to help provide ways for executives to shelter money from taxes, BUT they carry a lot of risks, are somewhat complicated, and can be expensive to administer. What if there was another way? What if there might be a better way? Let me introduce you to the 162 Bonus Program, a unique alternative that has a lot of upsides for the executive, eliminates the risk of forfeiture, but also gives the employer a clawback option.

Learning Outcome 1: What are 162 bonus programs and what makes then different from Nonqualified Deferred Compensation programs under IRC 409A?

Learning Outcome 2: How can an organization structure these to retain key talent?

Learning Outcome 3: What are the advantages of this approach over a more traditional executive benefit program?