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Companies are constantly looking for ways to recruit, retain and reward valued employees. The benefits community has spent over 40 years assisting in compliance with regulatory rules — jumping through hoops to comply with qualified and nonqualified rules, ERISA and a miasma of bureaucratic roadblocks. The Department of the Treasury issued final regulations addressing deferred compensation and safe harbor planning utilizing §§409A(d)(1), 457(e)11 and 31.3121(v)(2). These regulations set forth how plan sponsors can provide death benefits on a permissibly selective basis. See, http://bit.ly/2mitH38.
What is a Bona Fide Death Benefit Plan?
A bona fide death benefit plan is one that can stand alone or be integrated into an existing §409A plan. The death benefit plan uses a multidisciplinary platform following deferred compensation, welfare benefit plan structures with an actuarially determined current benefit provided for employees and independent contractors. The participants are taxed on the economic benefit so long as the benefit is funded by the employer. A §409A plan is a nonqualified deferred compensation (see, 26 CFR1.409A, IRC 409A Examination Guidelines; http://bit.ly/2kHBlUc):
Where Can It Be Used?
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