IZALE helps you create rewards and incentives to attract staff who will stay!
Value People.
Quite simply, taxes can eat executives’ income alive. And if a sizeable portion of that compensation is delivered via year-end performance bonuses, as income often is these days, the tax rate is even higher. If your company doesn’t offer tax deferral options beyond the limitations of a 401k plan, you may be losing the ability to attract and retain key executives.
The answer is a deferred compensation plan. Whether voluntary through elective deferrals, or mandatory through performance incentives, a participating executive can:
IZALE is ready to listen to your needs, help you navigate the world of deferred compensation plans, and design and manage a program fine-tuned to your business.
The answer is a deferred compensation plan. Whether voluntary through elective deferrals, or mandatory through performance incentives, a participating executive can:
- Defer income to a later date
- Only pay taxes when that income is actually received – which can be in retirement
- Earn tax-deferred interest on the earnings until they are distributed
- Tailor how and when they want to receive the deferred income – as payments or in lump sums, at retirement or before
IZALE is ready to listen to your needs, help you navigate the world of deferred compensation plans, and design and manage a program fine-tuned to your business.
