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Deferred compensation plans, often referred to as deferred comp, are arrangements wherein a portion of an employee's income is set aside for future disbursement, typically during retirement. Unlike immediate compensation, which is received in the current period, deferred compensation is postponed to a later date.
A deferred compensation plan is an agreement between an employer and an employee where a portion of the employee's income is withheld and set aside for payment at a later date, typically upon retirement, termination, or a predetermined event. This allows employees to defer receiving a portion of their compensation until a future date, often to take advantage of tax benefits or to align with their long-term financial goals.
In a Compensation and Total Compensation (CTC) framework, a deferred bonus refers to a portion of an employee's bonus that is not paid out immediately but is instead deferred to a later date. This deferred bonus may be subject to certain conditions or performance metrics and is typically paid out over time, often to incentivize long-term retention and performance.
The NYC Deferred Compensation Plan is a voluntary retirement savings program available to New York City employees. It allows employees to contribute a portion of their salary on a pre-tax basis into various investment options, such as mutual funds and annuities, to save for retirement. Contributions to the plan, as well as any investment earnings, are tax-deferred until withdrawn.
Compensation generally refers to the sum of all financial benefits and rewards that an employee receives from their employer in exchange for their work, including salary, bonuses, benefits, and any other forms of payment. On the other hand, CTC (Compensation and Total Compensation) typically refers to a broader concept that encompasses not only the direct financial compensation but also additional benefits, such as retirement contributions, healthcare benefits, stock options, and other perks, providing a more comprehensive view of the value an employee receives from their employer.
Deferred cash in salary refers to a portion of an employee's salary that is not paid out immediately but is instead deferred to a later date. This deferred amount may be subject to certain conditions or performance metrics and is typically paid out over time, often as part of a long-term incentive or retention program.
Understanding the diverse array of deferred compensation plans is essential for crafting a strategy aligned with individual financial goals and circumstances. Below are the prominent types:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
To fully grasp the mechanics of deferred compensation plans, it is imperative to delve into their key components:
A balanced assessment of the pros and cons of deferred compensation plans is crucial for making informed decisions:
1. Advantages
2. Disadvantages
When designing or selecting a deferred compensation plan, several factors merit careful consideration:
A 409A nonqualified deferred compensation plan is subject to specific tax rules outlined in Section 409A of the Internal Revenue Code. Generally, deferred compensation under such plans is taxable to the employee when it is no longer subject to a substantial risk of forfeiture and is capable of being received. If the plan is not compliant with 409A regulations, the employee may face significant tax penalties.
