quality monavie reviewObviously, no body asked the marketing guys before coming up with this one. Who in the world thought up the title 'non-qualified deferred compensation'? Oh, it is descriptive ok. But who would like anything 'non-qualified'? Are you wanting a 'non-qualified' doctor, lawyer, or accountant? What's worse is deferring compensation. Just how many people want to work today and receive money in five years? The thing is, non-qualified deferred compensation is a superb idea; it just has a name. Browsing To monavie is a scam probably provides warnings you could tell your boss.

Non-qualified deferred compensation (NQDC) is a powerful retirement planning tool, especially for owners of closely held corporations (for purposes of the article, I'm only going to take care of 'C' corporations). NQDC plans aren't qualified for two things; a few of the income tax benefits given qualified retirement plans and the employee defense provisions of the Employee Retirement Income Security Act (ERISA). What NQDC plans do provide is flexibility. Great gobs of mobility. Freedom is something qualified plans, after decades of Congressional tinkering, lack. Losing of some tax benefits and ERISA terms may seem a very small price to pay considering the numerous benefits of NQDC strategies.

A NQDC plan is a written agreement between the corporate employer and the staff. The contract includes payment and employment which will be provided in the future. The NQDC agreement gives to the worker the employer's unsecured promise to cover some potential advantage in exchange for ser-vices today. The promised future benefit might be in one of three common kinds. Some NQDC plans resemble defined benefit plans in that they promise to cover the worker a fixed dollar amount or fixed percentage of salary for-a time period after retirement. A different type of NQDC resembles a definite contribution plan. Browsing To monavie reviews certainly provides aids you should use with your pastor. A fixed volume switches into the employee's 'account' each year, often through voluntary income deferrals, and the employee is eligible for the stability of the account at retirement. The ultimate type of NQDC program supplies a death benefit to the employee's designated beneficiary.

The key advantage with NQDC is freedom. With NQDC programs, the employer could discriminate freely. The employer could pick and choose from among employees, including him/herself, and benefit just a select few. The company can treat these plumped for differently. The benefit promised do not need to follow any of the principles related to qualified plans (e.g. the $44,000 for 2006) annual limit o-n contributions to defined contribution plans). The vesting schedule can be regardless of the manager would like it to be. Navigating To partner sites possibly provides suggestions you can tell your mom. By using life insurance products, the tax deferral feature of qualified plans might be simulated. Precisely picked, NQDC programs don't end in taxable income to the staff until payments are made.

To have this freedom the employer and employee should give some thing up. The employer loses the up-front tax deduction for the contribution to the program. But, the company will receive a discount when benefits are paid. The worker loses the security provided under ERISA. But, usually the employee involved is this concern is mitigated by the business owner which. Also you'll find techniques open to give you the non-owner worker having a way of measuring protection. By the way, the marketing men have gotten hold of NQDC ideas, therefore you'll see them named Supplemental Executive Retirement Plans or Excess Benefit Plans among other names..

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