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September 09, 2001 at 08:00 PM
Selling Concept: Connect DI With Nonqualified Deferred Comp
If youre looking for a winning combination, try connecting disability income insurance with nonqualified deferred compensation opportunities. This will enable you to deliver a customized benefits program, with tax advantages, to your business clients.
The target market: highly compensated employees.
Lets look at the dynamics.
A companys excellence begins and ends with its most valuable asset–productive, innovative and effective employees. And yet, there may be a benefits gap between executives and staff. There also may be a benefits gap between your clients company and its competition.
But with two options for establishing a customized benefits program, DI and NQDC, business owners can select the employees they wish to include and gain a tax benefit for the organization.
Thats important, especially when you consider that it is nearly impossible for highly compensated executives to obtain disability and retirement benefits equal to those provided by group plans to the general staff, when benefits are measured as a percentage of pay. In a competitive hiring market, your clients may be losing key executives due to this gap.
When you help client companies create a customized DI and NQDC benefits program, you also help them successfully retain and reward key executives–protecting their companys competitive advantage.
Consider:
