| Accounting for Plan Benefits and Funding | Top |
| Needed: | Generally Accepted Accounting Principles (GAAP) require employers to accurately record both the plan benefits, as well as the informal plan funding. |
| Provided: | You will be given ‘Suggested General Ledger Entries’ (by participant) calculated with daily accuracy, to properly record both plan liabilities as well as plan assets, based on your exact fiscal year end. |
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| Accounting for Plan Events | Top |
| Needed: | GAAP requires that employers make adjusting entries to properly reflect any plan event that has a financial impact on the company. |
| Provided: | You will be given ‘Suggested General Ledger Adjusting Entries’ for unexpected plan events such as termination of employment, early or delayed retirement, death, disability, or change in actuarial and/or plan design assumptions. |
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| Maintaining Detailed Historical Records | Top |
| Needed: | A properly administered plan will include a detailed record of all prior period accounting entries and financial transactions. These records are of particular interest to management, auditors, and regulators. |
| Provided: | Every plan we administer becomes part of a comprehensive database with detailed historical records. Powerful proprietary software allows us to service both new and existing plans equally well. Regardless of where your plan has been, we can get it back on target!
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| Providing Management Information | Top |
| Needed: | To properly evaluate the operation of an executive benefit plan, management needs detailed information about compliance, plan benefits, cash flow, and impact on earnings. |
| Provided: | Periodic reports are provided to management to assist with the analysis of past, present, and future financial conditions. Special emphasis is placed on cash flow, taxation, and net earnings. |
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| Consulting with Advisors | Top |
| Needed: | State-of-the-art executive benefit plans require regular review and input from a variety of professional advisors.
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| Provided: | As Third Party Administrators, we serve as an unbiased resource, and are in a unique position to act as coordinator for the various parties who contribute to plan design, funding, documentation, compliance, and communication. |
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| Communicating Benefits | Top |
| Needed: | Complex executive benefit plans are only effective if properly communicated to the plan participants. |
| Provided: | Each participant is provided with a customized statement of plan benefits and given access to a toll-free number for questions, additional information, and account value updates. |
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| Types of Plans Administered | Top |
| • | Supplemental Executive Retirement Plans (SERP) |
| • | 401(k) Mirror Plans |
| • | Phantom Stock Plans |
| • | Excess Benefit Plans |
| • | Defined Contribution Plans |
| • | Section 162 Bonus Plans |
| • | Bank Owned Life Insurance (BOLI) |
| • | Company Owned Life Insurance (COLI) |
| • | Split Dollar Life Insurance |
| • | Death Benefit Only (DBO) Plans |
| • | Group Term Carve Out Plans |
| • | Proprietary Plans |
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| Types of Plans NOT Supported | Top |
| • | Leveraged COLI |
| • | Severance Pay Plans (IRC 419) |
| • | Any plan we determine to be too ‘tax-aggressive’ |
| • | Any request not to follow GAAP |
