Our most successful clients seek to align their valuable employees’ motivators with their strategic plans, and support that with the right mix of compensation and long-term incentive plans. They come to us knowing these plans are necessary to go beyond the benefits provided by most qualified retirement plans. We help you attract, retain, and reward talent.
Whether you’re recruiting top talent or ensuring you’re doing everything you can to retain your best people, we’re here to help you make it happen.
We guide clients through the process of designing, drafting and implementing competitive and creative equity and non-equity plans that reward and retain their vital employees.
Employee Benefits Law Group draws on its deep expertise and client successes to help you offer the right deployment of equity and executive compensation plans to create that alignment.
The entire spectrum of these types of plans is considered in this process, including:
- Stock arrangements
- Phantom stock
- Stock appreciation rights (SARs)
- Nonqualified deferred compensation
- Rabbi trusts
- Supplemental executive retirement plans (SERPs)
- Change in control/severance arrangements
- Plans for tax-exempt employers and governmental agencies (Code section 457 plans)
Reward key employees, stay within the rules. We can help.
We collaborate with the leading advisors in compensation benchmarking and leveling studies to assess compensation amounts, types, design and structures to ensure they’re based on best practices and of the most current design.
“Our clients appreciate the latitude that they may have to implement plans that meet their organizational goals by conditioning rewards to key employees on creative performance goals that can be individualized to each participant if desired. We help them implement their creativity while staying within the rules.”
– Ken Ruthenberg, Employee Benefits Law Group Shareholder