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Address:

801 Grand Avenue, Suite 240
Des Moines, IA 50309

Phone:

515-244-4947 or 888-244-4947

Fax/Other:

515-282-1173

Videos of Interest

Below are links to a few informational videos.  You may find that they give you some elements of the design of a good non-qualified deferred compensation plan.

WHY NQDC?
Nonqualified deferred compensation plans offer benefits to both employers and the employees participating in the plans.

Employers need to recruit, reward and retain valuable key employees. What better way to do that than to offer highly compensated employees a means to save for retirement and other goals on a pre-tax basis. This is particularly attractive to those that may face a retirement gap despite their income.

Learn more about the retirement gap and other plan benefits by watching this seven minute VIDEO      

PLAN DESIGN
Nonqualified deferred compensation plans can offer many advantages for both plan sponsors and participants. Their design flexibility allows them to help meet many employer objectives.

There are several key elements that employers should consider when designing their plans. From defining participant eligibility to designing vesting schedules, an experienced plan provider can help employers customize a plan into a well-rounded benefits package.

Watch this eight minute VIDEO to learn more about what nonqualified deferred compensation plans can offer, as well as the elements to consider when designing a plan. 

PLAN DISTRIBUTION
In order to design a nonqualified deferred compensation plan that best meets the needs of an employer, it's important to have an understanding of distributions out of the plan.
 Watch this seven minute VIDEO to learn more.

EMPLOYER CONTRIBUTIONS  
In addition to providing key employee benefits, nonqualified deferred compensation plans can be designed to meet numerous corporate objectives. The use of discretionary employer contributions in addition to or in place of participant deferrals is one way to help achieve those objectives.

Employer contributions can help meet these goals:

  • retaining key employees
  • attracting top talent
  • motivating key employees to meet certain goals
  • controlling compensation

Watch this seven minute VIDEO. You’ll learn more about the benefits of employer contributions, as well as what to consider when incorporating such a feature into a deferred compensation plan’s design.

FINANCING STRATEGIES
Although ERISA requires that nonqualified deferred compensation plans be unfunded, there are informal financing methods available. Many plan sponsors set aside assets on their balance sheet as contributions are made to the plan. These assets can provide a number of plan sponsor benefits.

Watch this eight minute VIDEO. It covers various financing options, considerations for these options and offers guidance for helping plan sponsors determine the best technique for them.

SECTION 409A CORRECTION PROGRAMS
Section 409A of the Internal Revenue Code governs the design and operation of nonqualified deferred compensation plans. Under the final regulations, nonqualified plan sponsors must strictly adhere to the provisions of Section 409A, or plan participants may face significant penalties for non-compliance. 

For correcting inadvertent operational and documentary errors, the IRS offers correction programs for employers. These can help reduce or eliminate penalties for unintentional errors.  This six minute VIDEO details the assistance from the IRS in order to help keep plans in compliance.


 

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While this communication may be used to promote or market a transaction or an idea that is discussed in the publication, it is intended to provide general information about the subject matter covered and is provided with the understanding that the member companies of The Principal® are not rendering legal, accounting, or tax advice. It is not a marketed opinion and my not be used to avoid penalties under the Internal Revenue Code. You should consult with appropriate counsel or other advisors on all matters pertaining to legal, tax, or accounting obligations and requirements.

Insurance issued and plan administrative services provided by Principal Life Insurance Company.  Securities offered through Princor Financial Services Corporation, 800/247-1737, member SIPC and/or independent broker/dealers.  Securities sold by a Princor Registered Representative are offered through Princor®.  Principal Life and Princor are members of the Principal Financial Group®, Des Moines, IA 50392.

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