By Jean D. Sifleet

The last word reference on repayment for small enterprise owners

Beyond 401(k)s for Small enterprise proprietors offers options for lowering taxes, making plans on your retirement, and profitable high-performing staff. specialist recommendation from lawyer and CPA Jean Sifleet can assist small company vendors maximize their very own rewards and create an atmosphere during which staff comprehend that their exertions will suggest a greater destiny for themselves.

In transparent, uncomplicated language this publication is helping you determine what sort of plan you could have enough money, what your staff wish, and what to do. vital tax and coverage matters are lined intimately and step by step suggestions allows you to layout a repayment procedure that works for either you and your staff. Case reports, pattern plans, and important references make this booklet your one-stop resource for entire insurance of choices, from money bonus courses to worker inventory alternative plans (ESOPs) and every little thing in among. With past 401(k)s for Small company proprietors you will have all of the instruments you would like to:
* Maximize proprietor advantages, lessen taxes, and improve your retirement income
* Use inventive repayment to encourage your employees
* comprehend certified and nonqualified plans
* tackle the original problems with relations businesses
* Get the simplest deal on assurance and advantages in your company
* stay away from pricey pitfalls
* degree your development and maintain your plan on target

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This is a benefit to employees without cost to the employer. With coverage such as voluntary life and disability plans, employees have access to coverage that they may not be able to get elsewhere. Voluntary plans often come with some level of guaranteed coverage and will generally be better priced than individual policies. Also, voluntary disability plans purchased by employees with (continued) 24 Why Have a Compensation Plan? after-tax dollars pay a tax-free benefit, whereas with companypaid plans, disabled employees have to pay taxes on the benefit they receive.

Map in a rough timetable for compensation and benefit review and planning. With your planning framework, you can make some realistic choices about how you will develop your integrated compensation plan. Before you go too far into the specifics of your plan, try to get employee input. WHAT IS IMPORTANT TO EMPLOYEES? Ultimately, the employees’ reaction to your compensation plan will determine its effectiveness. Chapter 3 discusses how to ask employees what is important to them. 22 Why Have a Compensation Plan?

Almost invariably, business owners are surprised by the actual information about their employees. They are surprised that one employee’s salary is so high and another’s salary is so low. Sometimes they learn that a key person (one who really helps the company make those critical deadlines) has been overlooked and has not received a bonus in years. 1 on page 36 provides a framework for pulling together information about employees, their compensation, benefits, performance assessment, and developmental needs.

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