Because that is what they are doing if time and money is spent cultivating a key employee only to lose him or her to another (in a similar line of business, no less) who offers more money. Or worse, lose one who starts his or her own shop offering the products and services in which your clients made them so proficient!
“Oh, but I have a non-competition agreement in place,” they might say. Consider: 1) This old form of “iron handcuffs” is proving decreasingly enforceable in most states, and 2) your client has still lost a valuable employee!
Consider instead some “golden handcuffs” that are the easiest and significantly beneficial fringe benefit that protect key people not just during employment, but for their entire life.
Call it Super Executive Bonus:
- Purchase permanent life insurance for a selected employee which he or she will own.
- Include a long-term care rider on the contract.
- Pay the premiums until retirement, overfunding it so that it will carry for life without further premiums.
The distinct advantages for your business client over other employee benefits:
- There is no obligation to fund in any given year.
- Premiums are deductible and are reported on the employee’s W-2.
- There are no government reporting requirements or regulations.
- You have provided an attractive triple post-retirement benefit that protects in the event of death, long-term care, or the need for available cash.
We will help design and present the Super Executive Bonus benefit for your client. All we need to draft a preliminary proposal is the executive’s age, sex, assumed medical classification, tobacco use, and the state of sale. Contact Tom Virkler, JD, Director of Advanced Markets, at 706-614-3796 or tom@cpsadvancedmarkets.com.