Retirement Capital Group - RCG News

Five Most Dangerous Trends Impacting Nonqualified Deferred Compensation Plans Post 409A

Fri, 21 Mar 2008 08:37:31 -0700

Nonqualified deferred compensation plans have grown a great deal over the last two decades, helping executives defer base salary and annual incentives to save for retirement on a tax-deferred basis. Executives now have huge sums of money in account balances saved for retirement years, yet the economic landscape today is very different than it was when these account balances were deferred.

Compensation & Benefits Association of San Diego Dinner Meeting

Tue, 19 Feb 2008 15:25:47 -0800

William MacDonald will be speaking at the following event:

Compensation & Benefits Association of San Diego
April 23, 2008

Location: Courtyard by Marriott
8651 Spectrum Center Blvd.
San Diego, CA 92123
Phone: (858) 573-0700

Registration & Networking: 5:30 p.m.
Dinner: 6:00 p.m.

Breathe New Life into Nonqualified Deferred Compensation Plans

Tue, 19 Feb 2008 15:23:01 -0800

With the decline of new nonqualified plans over the last few years and the adoption of §409A, companies are looking for new ideas to get participation levels back. William MacDonald, Chairman, President & CEO of Retirement Capital Group, will discuss many new concepts that have been adopted around §409A and ideas that add more flexibility and security to plans.

ISOP® Strategy for Ages 55 and Up

Sat, 5 Jan 2008 12:34:22 +0900

Individuals plan for retirement by filling their investment buckets during their working years. Regular Income, Capital Gains, and Non-Taxable buckets should be relatively equal. However, for those highly compensated individuals above the age of 55, the Non-Taxable bucket may be relatively empty because they are limited as to their participation in ROTH IRA’s, large amounts of available non-invested cash is not recommended and the ISOP® was unavailable until now. Let’s see if the ISOP® can help...

Securing Retirement Income from Supplemental Executive Retirement Plans (SERPs)

Sat, 5 Jan 2008 12:34:23 +0900

Supplemental Executive Retirement Plans (SERPs) continue to play an increasing role in executive compensation packages. Most SERPs represent an unfunded obligation of the employer and usually are offered in addition to the company’s tax-qualified retirement plans, which are fully funded and fully secured under ERISA.

Diversification - It's Not Just for Investments Anymore

Sat, 5 Jan 2008 12:34:24 +0900

Since childhood we’ve been taught to avoid putting “all our eggs in one basket.” For many years, this simple phrase has been a guiding principle to those who wish to mitigate risk. In particular, those planning for retirement have long been taught the value of diversification. Generally, to diversify has meant to employ the strategy of spreading the risks associated with investing across a broad array of different investments. Spreading investments across a number of investments (equities, fixed-income) and asset types (large cap, small cap, international) makes good, common sense. If any investor wants to achieve attractive returns while reducing risk, diversification is the key.

The Five Most Dangerous Trends Impacting Nonqualified Deferred Compensation Plans After §409A

Sat, 5 Jan 2008 12:34:25 +0900

Nonqualified deferred compensation plans, which help executives defer base salary and annual incentives to save for retirement on a tax-favored basis, have grown over the last two decades. Executives today have millions of dollars in their account balances, saved for their retirement years. But regardless of their prevalence nationally, are these plans cost-effective for the company and as beneficial for the executive as they seem?