• Home
  • Executive Benefits
    • Supplemental Executive Retirement Plans – SERP
    • Split Dollar Loans
    • Deferral Plans
    • Welfare Plans
  • Revenue Strategies
    • Bank/Business Owned Life Insurance – BOLI
    • Corporate Owned Life Insurance – COLI
    • Insurance Company Owned Life Insurance
    • Managed Accounts
    • Guaranteed Income Contracts
    • Fee Income Strategies
  • Asset Protection
    • Estate Planning
    • Business Succession Planning
    • Key Person Planning
  • About
    • R. Scott Richardson, JD
    • Brenda R. Haag
    • Bruce F. Barge
    • Chris A. Richardson
    • Debra Hardimon
    • Fannie Mae Pantaleon
    • Jeff Prescher
    • Joe Tripalin
    • Ken Smith, CLU, ChFC
    • Patrick J. Costello
    • Philip Aderton >
      • 2019 CBAI IZALE Sponsored Golf Outing
  • Resources
    • Blog
    • Events >
      • Executive Benefits Overview Webinar
      • History – Calendars by Year >
        • 2019 Client Conference
        • 2017 Client Conference
        • 2015 Client Conference
    • Privacy Policy & Website Privacy Statement
    • Video Education
  • Contact
  • Home
  • Executive Benefits
    • Supplemental Executive Retirement Plans – SERP
    • Split Dollar Loans
    • Deferral Plans
    • Welfare Plans
  • Revenue Strategies
    • Bank/Business Owned Life Insurance – BOLI
    • Corporate Owned Life Insurance – COLI
    • Insurance Company Owned Life Insurance
    • Managed Accounts
    • Guaranteed Income Contracts
    • Fee Income Strategies
  • Asset Protection
    • Estate Planning
    • Business Succession Planning
    • Key Person Planning
  • About
    • R. Scott Richardson, JD
    • Brenda R. Haag
    • Bruce F. Barge
    • Chris A. Richardson
    • Debra Hardimon
    • Fannie Mae Pantaleon
    • Jeff Prescher
    • Joe Tripalin
    • Ken Smith, CLU, ChFC
    • Patrick J. Costello
    • Philip Aderton >
      • 2019 CBAI IZALE Sponsored Golf Outing
  • Resources
    • Blog
    • Events >
      • Executive Benefits Overview Webinar
      • History – Calendars by Year >
        • 2019 Client Conference
        • 2017 Client Conference
        • 2015 Client Conference
    • Privacy Policy & Website Privacy Statement
    • Video Education
  • Contact
IZALE Financial Group

Blog

Sometimes Love Knows No Boundaries 

4/13/2017

0 Comments

 
by Greenberg Traurig Shareholder Jonathan M. Forster
TOPIC:  Protecting Your Family Legacy from In-Laws.

MARKET TREND: Interest in the family creditor protection offered by irrevocable trusts is on the rise.

SYNOPSIS: When creating legacy plans for their families, parents often are as concerned about creditor protection as they are about transfer taxes, especially as to how that protection relates to marital claims against their legacy. Leaving a child’s inheritance in an irrevocable trust can act as a substitute to a premarital plan, avoiding many of the difficulties associated with using and enforcing prenuptial agreements. To be effective, however, the trust agreement should not: (1) rely solely on a spendthrift clause, (2) provide the beneficiary with too much access or control, or (3) mandate trust distributions.

TAKE AWAYS: While parents generally want to protect their family legacy from in-laws, premarital planning is often difficult to discuss and implement. A fully discretionary trust properly administered by an independent trustee should offer enhanced creditor protection and may serve as an effective substitute for a child’s premarital plan. Parents should pay close attention to the trust’s jurisdiction, however, as the protections afforded to trust assets with regard to marital claims are highly dependent on applicable state law.

When leaving a legacy for children, parents are often concerned about creditor protection, especially as it relates to marital claims against that legacy should a child’s marriage end in divorce. Leaving a child’s inheritance in an irrevocable trust can act as a substitute to a premarital plan; however, parents should review the following “dos and don’ts” to enhance their trust’s overall creditor and family legacy protection.

Read More
0 Comments

What Is the Pay Ratio Rule & Why Should You Care?

12/9/2016

0 Comments

 

By Greenberg Traurig, LLP from the AALU Washington Report

MARKET TREND:  The increased and sustained focus on executive compensation since the enactment of the Dodd-Frank Wall Street Reform and Consumer Protection Act (“Dodd-Frank”) likely will gain momentum in light of the impending requirement under Section 953(b) of Dodd-Frank that such companies disclose information comparing their CEO’s compensation to the median compensation of their other employees (the “pay-ratio rule”).

SYNOPSIS:   Although the disclosure under the pay-ratio rule for calendar-year reporting companies likely will not be required until the spring of 2018 when such companies file their proxy statements in respect of 2017, in light of the complexity and anticipated implications associated with the disclosure, companies are advised to begin formulating their implementation approach now.  The rules include flexibility on methodology with respect to identifying a median employee, and the approach to selecting a methodology that best fits the company is likely to vary due to multiple factors, including industry.
TAKE AWAYS:   Companies required to disclose under the pay-ratio rule should take the following steps:

  • Reporting companies are advised to begin discussing implementation approaches with their compensation committees well in advance of the time in which the 2017 proxy is prepared.  Thoughtful consideration should be given to the employee profile of the company and whether such profile is typical to the industry and/or the company’s peer group.  If the company or the compensation committee engages a compensation consultant, he or she may be in a position to provide data on models and methodologies found to be best suited to an industry to illustrate accurately the ratio and median employee compensation.

  • In many cases, companies may benefit from analyzing 2016 compensation to estimate the likely ratio, experimenting with different methodological approaches.  

  • Under the pay-ratio rule, a registrant is permitted to supplement the required disclosure with explanatory narrative discussion or additional ratios, provided that such additional disclosure is not misleading, is clearly identified, and is not presented with greater prominence than the require disclosure. Accordingly, thought should be given to a complementary narrative disclosure that will help round out for shareholders whether and how the ratio reflects the company’s pay philosophy, efficiency, and other similar considerations.

  • As with the introduction of any new and recurring disclosure, the manner of presenting the information and the methodology employed should be determined with an eye to consistency across disclosure years, as any change in approach in future years likely will trigger explanatory disclosure regarding the change.

  • Regardless of what methodology is ultimately chosen, companies should consider any potential implications indirectly resulting from the required disclosure (for example, if the employee population is unionized in whole or part, the disclosure may impact collective agreements, and in any event, may create employee relations concerns and/or disrupt periodic pay negotiations for those whose pay is below the median).

  • Companies may wish to stay apprised of developing positions within the institutional shareholder and proxy advisor communities regarding ratios that are deemed unacceptable or egregious.

MAJOR REFERENCES:    Section 953(b) of the Dodd-Frank Wall Street Reform and Consumer Protection Act; Item 402 of Regulation S-K of the U.S. Securities Act of 1933; Compliance & Disclosure Interpretations for Regulation S-K updated October 18, 2016.
Listen to the Audiobook!
Get the Full Report

Read More
0 Comments

Legacy Planning Before and During a Divorce – What You Can and Can’t Do

7/28/2016

0 Comments

 

written by Greenberg Traurig, LLP & originally published in AALU Washington Report

MARKET TREND:  Divorce rates have been on the rise nationally over the past several years.  Accordingly, it should play a larger role in legacy management.

SYNOPSIS:  Divorce related legacy planning is critical. Spousal inheritance rights continue to exist until the divorce is final. Merely filing a divorce petition may not terminate provisions for a spouse under existing legacy planning documents or sever survivorship interests in marital or joint tenancy assets.  To ensure a client’s assets pass to intended beneficiaries, it is critical that the client amend his legacy plan (or create one) to adapt to the changed circumstances. Although clients have the most leeway to change their plans before proceedings are initiated, there are still actions the client can and should take after proceedings commence.

TAKE AWAYS:  Before a divorce petition is filed, clients can execute new wills, amend, revoke, or create and fund revocable and irrevocable trusts, execute new powers of attorney and beneficiary designations, and make other legacy planning changes in anticipation of the divorce. After divorce proceedings begin, clients can still freely execute new wills and powers of attorney, but may need to notify the spouse, obtain the spouse’s consent, or secure a court order before implementing more extensive changes. State laws differ as to what a client is authorized to change and transfers that can be made during a divorce. Clients and their advisors must work closely with divorce counsel to determine the exact planning actions that can and can’t be taken once a petition for divorce is filed.

Read More
0 Comments

Lack of Valid Buy-Sell Agreement Leaves Decedent’s Family Frustrated

2/25/2014

0 Comments

 
SUMMARY:  Co-shareholders in a closely held business purchased insurance on each other’s lives, arguably for the purpose of funding a death-time buyout of shares. However, no binding buy-sell agreement was ever signed. When one of the owners of the business died, the proceeds were paid to the surviving shareholder. The trial court and appeals court both concluded that the surviving owner was not required to use the life insurance proceeds for the purpose of purchasing the decedent’s stock.

CITE: Selzer v. Dunn, 2014 WL 356992, No. 12–12–00150–CV (Ct. App. Tex. Jan. 31, 2014).

Click to download the printable pdf.

Read More
0 Comments

Constructive Receipt and Economic Benefit Principles in Deferred Compensation Arrangements Planning

10/12/2013

0 Comments

 
MARKET TREND:  With high-earning executives increasingly focused on income tax planning, deferring compensation often will be a primary objective.  Taxpayers and advisors will need to understand fundamental principles of income taxation to effectively implement deferred compensation arrangements as a part of the overall tax plan.

SYNOPSIS:  
Individuals pay taxes not only on amounts actually received, but also on amounts they constructively receive, as well as the value of any economic benefit conferred upon them.  This report provides an overview of how these principles of taxation are applied, particularly with regard to compensation deferral.

TAKE AWAYS:  
A fundamental understanding of the tax principles relating to constructive receipt and economic benefit will enable an advisor to better navigate the challenges of deferred compensation planning for his or her clients. PRIOR REPORTS: 12-32, 09-42, 09-12, 08-108, 07-44, 07-37, 04-135, 04-133.

MAJOR REFERENCES: 
IRC §409A, IRC §83, Treas. Reg. §1.415-2.

Scroll to read the full report or click here to download a printable PDF.

Read More
0 Comments

    IZALE Financial Group

    As an independent firm, we’re driven by close client relationships. For you, that means that our technical expertise is yours to rely on. 

    RSS Feed

    View my profile on LinkedIn

    Archives

    January 2021
    November 2020
    August 2020
    July 2020
    May 2020
    March 2020
    February 2020
    January 2020
    October 2019
    August 2019
    April 2019
    September 2018
    August 2018
    May 2018
    April 2018
    March 2018
    November 2017
    September 2017
    August 2017
    April 2017
    March 2017
    January 2017
    December 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    March 2015
    August 2014
    July 2014
    June 2014
    April 2014
    March 2014
    February 2014
    January 2014
    December 2013
    November 2013
    October 2013


    Categories

    All
    1035 Tax Deferred Exchange
    2018
    401K
    457f Plans
    AALU
    A. M. Ratings
    Articles
    Asset Man
    Asset Management
    Asset Protection
    BalancedComp
    Bank
    Banking
    Bank Owned Life Insurance
    Bankruptcy
    Banks
    Basel III
    Bear Market
    Beneficiary
    Benefit Plans
    Benefits
    Board Of Directors
    BOL
    BOLI
    Brian Smedley
    Bruce Barge
    Buisness Owned Life Insurance
    Business Owned Life Insurance
    Butterfly Effect
    Capital Conservation Buffer
    Capital Management
    Capital Requirements
    Cap Rates
    CBAI
    CDC
    CDI
    Center For Disease Control
    CEO
    CFO
    Chris
    Chris Richardson
    Clawback
    COI
    Cole Frago
    COLI
    Common Equity
    Commuity Bank Of Trenton
    Community Banking
    Community Banks
    Compensation
    Compliance
    Connecticut Court
    Consumer Protection Act
    Consumer Protection Act Of 2010
    Coronavirus
    Corporate Owned Life Insurance
    Corporate Taxation
    CPA
    Credit Rates
    Credit Union
    Credit Union Magazine
    Credit Union National Association
    Credit Unions
    CUES
    CUNA
    Daniel Kahneman
    DBO
    DCUC
    DCUC Alert Magazine
    Death Benefits
    Defense Credit Union Council
    Divorce
    Dodd Frank Wall Street Reform
    Dodd-Frank Wall Street Reform
    Econocheck
    Economic Forecast
    Employee Benefits
    ERISA
    Estate Planning
    Estate Tax
    Estate Trust
    Executive Benefits
    Executive Compensation
    Executive Retirement Plans
    Family Legacy
    FDIC
    Federal Reserve Bank
    Fee-based Checking
    Fee Checking
    Fee Income Strategies
    FICA
    Finance Industry
    Financial Education
    Financial Executives
    Financial Forecast
    Financial Managers Society
    Financial Planning
    Finanical Reporting
    Fintect
    Fiscal Year 2015
    Fixed Income
    FL
    FMS
    Fmstv
    FRS
    GAMA
    Gary Wilberg
    Gerald H. Sherman
    Gift Tax
    Global Markets
    Greenberg Traurig
    Greene V. Commissioner
    Guggenheim Partners
    House Ways And Means
    IDProtect
    Incentive Based Compensation
    Incentive-based Compensation
    Income Tax
    Indexed BOLI
    Indexed Universal Life
    Inherit
    Inheritance
    In-Laws
    Insurance
    Insurance Premium
    Insurance Tax Liability
    Interest Rates
    Investment Portfolio
    Investments
    IRA
    IRC
    Irrevocable Trust
    IRS
    IUL
    IZALE
    IZALE Financial Group
    IZALE Testimonial
    JB Barnes
    Jim Patterson
    Jobs Act 2017
    Joe Tripalin
    Jonathan Barnes
    Jonathan M. Forster
    Ken Kies
    Key Person Life Policy
    Las Vegas
    Leadership
    Legacy Planning
    Life Insurance
    Life Policy
    Liquidity Risks
    LLP
    Long Term Disability
    Martin Kalb
    Matt Bush
    May Disability Month
    Media
    National Credit Union Administration
    NCUA
    Non-interest Income
    Non-profit
    Nonqualified Deferred Compensation
    Nonqualified Plans
    NQDC
    Obama Administration
    Orlando
    Pay Ratio Rule
    Phil
    Phil Aderton
    Philip Aderton
    Ponzi Market
    Premarital Planning
    President Obama
    President's Budget
    Press
    Press Releases
    Profit Sharing
    PRS
    Rebecca Manicone
    Recession
    Regulationry Issues
    Regulatory Capital Calculation
    Regulatory Environments
    Resources
    Retirement
    Retirement Plan
    Revenue Strategies
    Richard A. Sirus
    Risk Management
    Roth
    R. Scott Richardson
    SBLI Term Life Insurance
    Scott MInard
    Scott Minerd
    Scott Richardson
    SEC
    Secure Checking
    SERP
    Sherman & Patterson
    Small Business Resale
    Social Security Tax
    Split Dollar Loans
    Split Dollar Plans
    Steve Brown
    Steve Fichtenbaum
    Steven B. Lapidus
    Stock Exchange
    Stock Market
    Stuart Lewis
    Tax Benefit
    Tax Code
    Tax Court
    Tax Cuts
    Tax Cuts And Jobs Act Of 2017
    Tax Deductions
    Tax Deferred Assets
    Tax Implications
    Tax Incentives
    Tax Law
    Tax Liabilities
    Tax Planning
    Tax Refor
    Tax Reform
    Taylor Advisors
    TCJA 2017
    The Forum
    Todd Taylor
    Top Hat Plans
    Treasury Bonds
    Trust
    Trustee
    Trusts
    US Supreme Court
    Washington Report
    Webinars
    Webinar W.O.W.S.
    Whole Life Insurance
    World Economic Forum
    World Economy
    WRMarketplace
    WRNewswire

Client Log-In

Log in to Pangburn
Log in to RBOLI.com

Contact

 855-492-5334 | Contact
Join Our Mailing List
© 2011 - 2019 IZALE Financial Group. All rights reserved. Login.
​Effective June 9, 2017, all individuals who provide advice to retirement plans, including Individual Retirement Accounts (IRAs), must abide by the fiduciary standard.  What does the fiduciary standard mean?  This means that your advisor must put your interests first before their own or that of the firm, make prudent recommendations, charge reasonable compensation and make no misrepresentations to you regarding recommended investments.  The recommendations made by your advisor must be based upon your specific investment needs and objectives.  The fiduciary standard is applicable to any recommendations that your advisor makes to you, the client, for your retirement account.
IZALE Website Privacy Policy
Please note the firm does have policies and procedures in place to monitor this level of fiduciary responsibility for our clients.
IZALE Financial Group does insurance business in California as IZALE LLC Insurance Agency
This site is published for residents of the United States only. Representatives may only conduct business with residents of the states and jurisdictions in which they are properly registered. Therefore, a response to a request for information may be delayed until appropriate registration is obtained or exemption from registration is determined. Not all of services referenced on this site are available in every state and through every advisor listed. For additional information, please contact Scott Richardson at 855-492-5334 .