Podcasts about executive benefits

Part 2 of our deep dive into  Disability Insurance (DI) on the ShiftShapers Podcast goes beyond the basics—diving into strategic implementation, evolving underwriting standards, and revenue-generating opportunities for advisors.In this episode, host David Saltzman continues the conversation with Don Schamay, Regional Director of Executive Benefits at The Principal, to explore how disability insurance can be a transformative tool for both clients and advisors. Don shares his insights on how DI is becoming more accessible and relevant across demographics—from young professionals starting their financial journey to high-income executives looking to protect complex compensation packages. He explains how advisors can offer real value by aligning DI solutions with life stages, business needs, and long-term financial goals.Whether you're an advisor looking to enhance your client relationships or a business owner considering executive benefits, this episode is packed with actionable insights and forward-thinking strategies.✅ Key Takeaways from the Episode:Young Professionals and DI DI isn't just for high earners—young professionals stand to gain the most by locking in coverage early, when they're healthy and premiums are lowest. Don shares how DI can be a cornerstone of early-stage financial planning.Business & Executive Solutions Business owners and C-suite professionals have unique income protection needs. Learn how DI solutions can be customized to protect not only personal income but also business continuity and executive benefits.Underwriting Improvements Traditional DI policies were often viewed as complex and hard to secure, but times have changed. With faster, more flexible underwriting options, advisors can now help clients get covered more efficiently than ever before.Revenue Potential for Advisors DI is more than a risk management tool—it's a practice-building opportunity. By positioning themselves as income protection strategists, advisors can deepen trust, retain clients, and grow revenue.Advisor Education and Client Communication Don emphasizes the advisor's role as an educator—helping clients truly understand the risks of income loss and the powerful ways DI can protect what they've worked so hard to build.⏳ Episode Timestamps:

Welcome to Part One of our deep dive into Disability Insurance (DI) on the ShiftShapers Podcast! In this two-part series. In this episode, host David Saltzman converses with Don Schamay, Regional Director of Executive Benefits at The Principal, about the often-overlooked importance of disability insurance in a comprehensive health insurance strategy. Don shares his journey from military service to a seasoned expert in disability insurance, emphasizing the critical need for both individual and group disability insurance to protect one's income. The discussion covers the prevalence of disability, how group and individual disability insurances differ, and the significance of educating clients about income protection and insurance options.Key Takeaways from the Episode:✅ Importance of DI – Disability insurance (DI) is an often-overlooked but crucial component of a comprehensive health insurance strategy. It provides financial protection if one is unable to work due to illness or injury.✅ Group vs. Individual DI – Group disability insurance often covers basic salary and is a cost-effective, foundational benefit for businesses. Individual DI can supplement group coverage by filling in gaps and covering additional forms of income.✅ Coverage and Income Protection – Properly structured DI ensures that individuals have a safety net that covers up to 80% of their income, considering both salary and other compensations like bonuses and K1 distributions.✅ Market Trends – The DI market has become more competitive and robust, improving the quality and affordability of coverage. Newer carriers have entered the marketplace, stabilizing and enhancing the options available.✅ Advisor's Role – Advisors must educate clients on the significance of DI, ensuring that they understand the risks and the options for mitigating them. This includes both group and individual solutions tailored to the client's specific needs.Episode Timestamps:⏳ 00:00 Introduction to Disability Insurance 

“Be patient. Get answers. Find trusting partners. Enjoy and trust the process.” - Kraig KlinkhammerThank you for tuning in to The CUInsight Network, with your host, Robbie Young, Vice President of Strategic Growth at CUInsight. In The CUInsight Network, we take a deeper dive with the thought leaders who support the credit union community. We discuss issues and challenges facing credit unions and identify best practices to learn and grow together.My guest on today's show is Kraig Klinkhammer, Executive Vice President of Gallagher Executive Benefits Team at Gallagher, who joins me to discuss credit union executive benefits. Kraig reflects on his childhood dream of one day becoming a pilot and how his love for numbers and strategy led him to pivot toward a fulfilling career helping credit unions attract and retain talent via customized benefit plans.During our conversation, we explore the challenges that credit unions face in today's competitive world. Kraig offers insights into how his team supports credit unions by designing and servicing long-term benefit plans, highlighting the importance of trust, partnership, and ongoing service. Kraig also provides a behind-the-scenes look at Gallagher, a nearly 200-year-old company with the personal touch of a smaller organization, emphasizing the important role of experience, people, and commitment when selecting a benefits partner.As we wrap up the episode, Kraig discusses the professor who challenged him to humanize finance and his love for the creature comforts of home. He also shares his appreciation for the history of the east coast. Enjoy my conversation with Kraig Klinkhammer!Find the full show notes on cuinsight.com.Connect with Kraig:Kraig Klinkhammer, Executive VP of Gallagher Executive Benefits Teamajg.comKraig: LinkedInGallagher: LinkedIn | Facebook | Instagram | X | YouTube

“We spend our time educating credit unions about using SERPs to attract and retain the talent they need to remain competitive.” - Bernie WinneThank you for tuning in to The CUInsight Network, with your host, Robbie Young, Vice President of Strategic Growth at CUInsight. In The CUInsight Network, we take a deeper dive with the thought leaders who support the credit union community. We discuss issues and challenges facing credit unions and identify best practices to learn and grow together.My guest on today's show is Bernie Winne, Regional VP of Modern Capital Executive Solutions. Bernie shares candidly about his entry into credit unions, and the decades-long career that followed, spanning various roles including CEO of the Boston Firefighters Credit Union. Modern Capital works with credit unions to provide cost-effective benefits plans designed to attract and retain talented leaders.During our conversation, Bernie discusses the core functions of Modern Capital, and how their investments can provide credit unions with better returns when used for executive compensation, charitable donations, and employee benefits. Bernie talks about the strategic importance of Supplemental Executive Retirement Plans (SERPs) as a critical tool for attracting and retaining top executive talent. He explains how Modern Capital tailors its approach to meet credit unions where they are, whether they're already adept in their investment strategies or just beginning to explore them.As we wrap up the episode, Bernie talks about a great leader he learned from, the one experience he loved spending money on each year, and his favorite city to visit. Enjoy my conversation with Bernie Winne!Find the full show notes on cuinsight.com.Connect with Bernie:Bernie Winne, Regional VP of Modern Capital Executive Solutionsmoderncap.comBernie: LinkedInModern Capital Executive Solutions: LinkedIn | Facebook

In this episode, we speak with Joe Schaefer, an expert in employee retention and executive benefits to discuss the often-overlooked topic of retention strategies for nonprofit executives. Joe shares insights on the importance of retention plans from both board and executive perspectives, explaining how these programs can help nonprofit leaders attract and retain critical talent. Joe discusses different types of plans, including qualified and non-qualified options like 457 and split-dollar plans, and we discuss the benefits of these strategies for nonprofits facing recruitment and retention challenges. Joe also provides examples of how customized retention solutions can prevent costly turnover, especially in roles that drive an organization's mission and funding. Whether addressing board members concerned with stability or executives considering retirement, this episode highlights the value of thoughtful retention planning in strengthening the nonprofit sector. Executive Benefits for Tax Exempt Organizations Timestamps: 00:00 Introducing Joe Schaefer, Vice President - Atlantic Region for NFP  02:35 What do Board Members need to know about Executive Retention plans? 04:30 What do executives need to know about Executive Retention plans? 06:45 From recruiting to retirement 07:30 When should a retention plan be implemented? 11:30 What should boards consider when thinking about retention plans? 13:10 Split Dollar plan explanation 18:15 Split Dollar on the 990 19:10 What size organization does this work for? 20:00 How do board's start thinking about retaining an executive? 26:00 Find Joe on Linkedin 27:00 Recapping with Read Join us every week as we release a new podcast with information about how you can be the best board member and provide great service to your organization. Listen to the podcast on any of the following platforms: Apple Podcasts Spotify Podcasts Amazon iHeartRadio Visit us at: www.thecorleycompany.com/podcast

0:00 Intro 0:54 Preview 2:11 Topic 1: Deferred Compensation 8:06 Topic 2: After-Tax Contribution to Retirement Plans 12:45 Topic 3: Net Unrealized Appreciation (NUA) So you're an executive at work with an excellent benefit plan. Have you sat down with a professional to make sure you are taking full advantage of every aspect of your plan? This edition of Fundamentals of Investing is the second installment of our "Employee Benefits" series. Working with corporate executives is one of our specialties at Left Brain and there are a lot of aspects to it that you may not have considered. In episode 2, we cover the pieces of your employee benefits package beyond your equity comp. CEO Noland Langford lays out his views of how to build wealth using these three workplace benefits: (1) Deferred Compensation (2) After-Tax Contribution to Retirement Plans (3) Net Unrealized Appreciation (NUA) Each carries its own intricacies and your HR department is unlikely to be able to give you advice on how best to manage these benefits. In the latest Fundamentals of Investing series, CEO Noland Langford gives you a crash course on how these benefit plans work and some of the techniques he has used for clients over the years. Helping clients manage these crucial investment decisions has been a specialty of Left Brain since the firm's founding in 2014. We want to stress that going it alone in managing your employee benefits package could cost you a significant amount of money in the long run, both in taxes and in investment losses. If you are looking for guidance, we would urge you to contact Brian Dress using the information below to set up an initial consultation. Get on Brian's calendar directly to discuss a plan for Build, Grow, and Preserve Your Wealth and maximize your employee benefits at Our Calendar You can call Brian Dress at (630) 547-3316 or email at briand@leftbrainwm.com To check out our website, head over to https://leftbrainwm.com/ DISCLAIMER: This report contains views and opinions which, by their very nature, are subject to uncertainty and involve inherent risks. Predictions or forecasts, described or implied, may prove to be wrong and are subject to change without notice. All expressions of opinion included herein are subject to change without notice. Predictions or forecasts described or implied are forward-looking statements based on certain assumptions which may prove to be wrong and/or other events which were not taken into account may occur. Any predictions, forecasts, outlooks, opinions, or assumptions should not be construed to be indicative of the actual events which will occur. Investing involves risk, including the possible loss of principal. The opinions and data in this report have been obtained from sources believed to be reliable; neither Left Brain nor its affiliates warrant the accuracy or completeness of such and accept no liability for any direct or consequential losses arising from its use. In addition, please note that Left Brain, including its principals, employees, agents, affiliates, and advisory clients, may have positions in one or more of the securities discussed in this communication. Please note that Left Brain, including its principals, employees, agents, affiliates, and advisory clients may take positions or effect transactions contrary to the views expressed in this communication based upon individual or firm circumstances. Any decision to effect transactions in the securities discussed within this communication should be balanced against the potential conflict of interest that Left Brain, its principals, employees, agents, affiliates, and advisory clients has by virtue of its investment in one or more of these securities. Past performance is not indicative of future performance. The price of securities can and will fluctuate, and any individual security may become worthless. A high or favorable rating, rating outlook, gauge, or similar opinion is not indicative of future performance, and no user should rely on any such rating, rating outlook, gauge, or similar opinion to predict performance or potential for return. Future performance may not equal projected or forecasted performance or potential for return. All ratings and related analysis, as well as data, statistics, analysis, and opinions contained herein are solely statements of opinion and are not statements of fact or recommendations to purchase, hold, or sell any security or make any other investment decisions. This report may contain “forward-looking” information that is not purely historical in nature. Such information may include, among other things, projections, and forecasts. There is no guarantee that any forecasts made will materialize. Reliance upon information herein is at the sole discretion of the reader. THE REPORT IS PROVIDED ON AN "AS IS" AND "AS AVAILABLE" BASIS WITHOUT REPRESENTATION OR WARRANTY OF ANY KIND.

Welcome to the Business Legends Podcast! Today, we're excited to host Sandy Solomon, of Covenant Advisory Group! Covenant Advisory Group is a full service Financial Planning Company, with expertise in Family and Estate Planning, Executive Benefits, and Business Succession. Check them out here! https://www.covenantag.com/ Or connect with Sandy here: https://www.linkedin.com/in/wsandysolomon/ Connect with us! Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.businessmarketingsolutionsgroup.com/ Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.facebook.com/BusinessMarketingSolutionsGroup LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.linkedin.com/company/businessmarketingsolutionsgroup …and don't forget to subscribe! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://open.spotify.com/show/4Sj5LS3elqDqiR55LIdAgh?si=1c00696801f94abc

Send us a Text Message.In this episode, Paul and Anna are joined by Kurt Snyder. The crew discusses:The business challenges that can be solved with key employee/executive benefits Kurt's take on becoming a grandfather The greatest dog ever…Axel!Give it a listen and to learn more about Kurt find him on LinkedIN at:https://www.linkedin.com/in/kurt-snyder?utm_source=share&utm_campaign=share_via&utm_content=profile&utm_medium=ios_appMusic in this episode is Pelicans by Joe Cooney. Check him out on instagram @cooney.tunes !!Follow us on Instagram! @work_dad_podcast

In today's episode, Patti welcomes Josh Owen, Regional Vice President at Principal Financial Services, into the studio to discuss nonqualified deferred compensation plans. These are popular benefits that provide key high-earning employees with a tax-advantaged way to build retirement savings. This is a powerful tool to help CEOs recruit, retain, and reward executives. Many governmental taxation rules restrict the amount of money these highly compensated employees can contribute to tax-deferred plans, like a 401K, so these deferred compensation plans can give serious recruiting and retention advantages to CEOs. Patti and Josh's review of the advantages and disadvantages of these plans will help any business owner determine if this is a beneficial tool for retaining their top earning employees.

Welcome to Chatter with BNC, Business North Carolina's weekly podcast, serving up interviews with some of the Tar Heel State's most interesting people. Today's episode features an interview with Stafford L. Thompson, Jr. As Senior Vice President of Life and Executive Benefits Business Management, Stafford drives the continued expansion, diversification and enhancement of Lincoln's industry-leading portfolio of Life Insurance products to meet the needs of new clients in Lincoln's core and emerging markets. His key responsibilities include product development and management for Lincoln's individual Life Insurance and Executive Benefit products, Life business development, and New Business and Inforce Operations for Executive Benefits. Before joining Lincoln in 2018, Stafford held the position of Vice President, Marketing Actuary at SCOR Global Life Americas.

Welcome to Chatter with BNC, Business North Carolina's weekly podcast, serving up interviews with some of the Tar Heel State's most interesting people. Today's episode features an interview with Stafford L. Thompson, Jr. As Senior Vice President of Life and Executive Benefits Business Management, Stafford drives the continued expansion, diversification and enhancement of Lincoln's industry-leading portfolio of Life Insurance products to meet the needs of new clients in Lincoln's core and emerging markets. His key responsibilities include product development and management for Lincoln's individual Life Insurance and Executive Benefit products, Life business development, and New Business and Inforce Operations for Executive Benefits. Before joining Lincoln in 2018, Stafford held the position of Vice President, Marketing Actuary at SCOR Global Life Americas.

Unlock insights to successful executive search and talent retention with industry insiders Deedee Meyers and Tom Sievewright in the latest episode of "In Your Best Interest." Discover how the high-stakes game of recruiting top players in financial services demands a blend of strategic foresight and competitive compensation. We delve into the urgency of initiating CEO searches with ample time, and the evolving nature of the CFO role to one that requires a strategic mindset. Our conversation uncovers the pitfalls of sluggish hiring processes and reinforces the necessity for organizations to pivot quickly to secure the right candidates, ensuring their visions for the future align perfectly with those stepping into leadership roles.All statements are made exclusively on behalf of ALM First Executive Benefits LLC.

Welcome to another episode of "The Goats of Growth"! Today, I sit down with Evan Macedo, the Treasurer & VP of Operations/Finance at Sapers and Wallack, a financial services business. We're diving into the world of executive benefits packages and why they matter for venture and private equity portfolio companies In our chat, Evan breaks down why these packages are a big deal for attracting and keeping the best talent. He shares practical tips on designing these benefits, making sure they match what employees really want and need. Plus, if you're a new executive, Evan has some straightforward advice on how to negotiate your own package. Evan Macedos Linkedin Profile https://sapers-wallack.com/ The importance of executive benefits packages (00:02:03) Discussing why having the right executive benefits package is critical for attracting and retaining talent. Case study: Offering a competitive executive benefits package (00:03:59) Exploring how a tech company under $100 million in revenue can offer a benefits package to incentivize a new Chief Revenue Officer and retain them. Common mistakes in executive benefits packages (00:09:34) Highlighting the lack of communication and understanding of benefits as a common issue in companies. The importance of communication and meaningful benefits (00:10:18) We discuss the importance of effective communication and offering benefits that hold personal value to employees. The "Keep Plan" to incentivize employee retention (00:11:22) Evan introduces the "Keep Plan," which offers financial incentives for employees with children going to college, encouraging them to stay with the company. The Sharpe Concept for maximizing retirement savings (00:12:38) Evan explains the Sharpe Concept, a supplemental alternative retirement program that allows individuals to maximize their retirement savings beyond traditional 401(k) plans. Unreasonable Expectations (00:21:41) Discussion on the importance of doing homework on a company and avoiding unreasonable expectations from an incoming employee. Long-Term Investment (00:22:12) Importance of finding the right fit between company goals and employee goals to avoid making a bad hire and the benefits of upfront due diligence. Motivation to Help People (00:23:33) Evan's motivation to wake up every day and help people by solving their retirement worries and providing peace of mind. Evan Macedo's contact information (00:31:46) Evan shares his contact information and encourages listeners to visit the company's website to learn more about their services. Show notes with Evan Macedo's details (00:32:15) Jay mentions that they will include the details of Evan Macedo's contact information in the show notes for easy reference.    

Ensure your company's business continuity with a buy/sell agreement from Ornellas Insurance (+1-916-804-9888), which serves entrepreneurs in Fair Oaks and beyond. Learn more by visiting https://ornellasinsurance.com/executive-benefits/ Ornellas Insurance City: Woodland Address: 239 W. Court Street Bldg. B Website https://ornellasinsurance.com/executive-benefits/ Phone +1 916 804 9888 Email helen@ornellasinsurance.com

Your farm is your pride and joy. Protect your business and your financial future with disability coverage from Ornellas Insurance (+1-916-804-9888). Learn more by visiting https://ornellasinsurance.com/executive-benefits/ Ornellas Insurance City: Woodland Address: 239 W. Court Street Bldg. B Website https://ornellasinsurance.com/executive-benefits/ Phone +1 916 804 9888 Email helen@ornellasinsurance.com

Executive Medical Benefits with ArmadaCare - Rachel Rutherford This week's episode features Rachel Rutherford, Sales Director at ArmadCare, where she and host of @SelfFunded with Spencer - Spencer Smith, dive into the world of Executive Benefits. In today's competitive job market, attracting and retaining top talent is crucial for the success of any organization. Human Resources (HR) directors play a vital role in determining organizational benefits and tailoring them to individual needs. This episode explores the importance of HR in tailoring benefits and attracting top talent. One key concept highlighted in the episode is the "Zone of Genius." This refers to the intersection of an individual's natural skills and true passions, which leads to career fulfillment and success. By tailoring benefits to cater to the unique needs and aspirations of employees, HR can create an environment where individuals can thrive in their respective zones of genius. Enhanced benefits, such as ArmadaCare, a supplemental medical reimbursement plan, are discussed as a way to attract and retain top talent. ArmadaCare offers tax advantages, full insurance coverage, and compliance with the Affordable Care Act. While these enhanced benefits may raise questions of fairness to some, they are seen as a valuable tool for caring for key employees and ensuring their well-being. Rachel Rutherford emphasizes the importance of considering the impact on both the employer and the employees when making decisions about tailoring benefits. She highlights the significant cost of losing key talent and the subsequent expenses associated with replacing them. Retention tools, such as enhanced benefit packages, can save companies hundreds of thousands of dollars in lost productivity and knowledge. One interesting approach mentioned in the episode is the idea of incentivizing longevity with the employer. By offering different levels of benefits based on years of service, HR can encourage employees to stay with the company. This approach aligns with the goal of attracting and retaining top talent while also considering the financial implications for the organization. However, there are tradeoffs involved in balancing different factors when tailoring benefits. Rachel acknowledges that increasing benefit packages for recruitment and retention purposes can become expensive, especially when offering them to all employees. HR professionals need to understand the underlying needs and motivations of employers when they request richer plans or retention strategies. It is essential to learn the question behind the question and provide tailored solutions that meet the specific needs of the organization. In conclusion, the role of HR in tailoring benefits and attracting top talent is crucial for the success of organizations. By understanding the unique needs and aspirations of employees, HR professionals can create benefit packages that align with individual goals and foster career fulfillment. However, there are tradeoffs and challenges involved in balancing different factors, such as cost and fairness. HR professionals must consider the impact on both the employer and the employees when making decisions about benefits. Ultimately, by tailoring benefits and considering the evolving landscape of healthcare, organizations can attract and retain top talent, driving their success in the long run. Tune into the full episode now! Chapters: 00:02:46 Tailoring Benefits to Individual Employee Needs 00:08:38 Finding Fulfillment Through Skills and Passions 00:14:35 The Impact of ArmadaCare on Employee Loyalty 00:16:33 Supplemental Medical Reimbursement Plan for Employees 00:24:51 Tax Advantages for ArmadaCare 00:26:42 Executive Medical Benefits 00:31:58 Factors Considered in ArmadaCare Underwriting 00:42:22 The Crossroads of Healthcare's Uncertain Future --- Support this podcast: https://podcasters.spotify.com/pod/show/spencer-harlan-smith/support

Executive Medical Benefits with ArmadaCare - Rachel Rutherford This week's episode features Rachel Rutherford, Sales Director at ArmadCare, where she and host of @SelfFunded with Spencer - Spencer Smith, dive into the world of Executive Benefits. In today's competitive job market, attracting and retaining top talent is crucial for the success of any organization. Human Resources (HR) directors play a vital role in determining organizational benefits and tailoring them to individual needs. This episode explores the importance of HR in tailoring benefits and attracting top talent. One key concept highlighted in the episode is the "Zone of Genius." This refers to the intersection of an individual's natural skills and true passions, which leads to career fulfillment and success. By tailoring benefits to cater to the unique needs and aspirations of employees, HR can create an environment where individuals can thrive in their respective zones of genius. Enhanced benefits, such as ArmadaCare, a supplemental medical reimbursement plan, are discussed as a way to attract and retain top talent. ArmadaCare offers tax advantages, full insurance coverage, and compliance with the Affordable Care Act. While these enhanced benefits may raise questions of fairness to some, they are seen as a valuable tool for caring for key employees and ensuring their well-being. Rachel Rutherford emphasizes the importance of considering the impact on both the employer and the employees when making decisions about tailoring benefits. She highlights the significant cost of losing key talent and the subsequent expenses associated with replacing them. Retention tools, such as enhanced benefit packages, can save companies hundreds of thousands of dollars in lost productivity and knowledge. One interesting approach mentioned in the episode is the idea of incentivizing longevity with the employer. By offering different levels of benefits based on years of service, HR can encourage employees to stay with the company. This approach aligns with the goal of attracting and retaining top talent while also considering the financial implications for the organization. However, there are tradeoffs involved in balancing different factors when tailoring benefits. Rachel acknowledges that increasing benefit packages for recruitment and retention purposes can become expensive, especially when offering them to all employees. HR professionals need to understand the underlying needs and motivations of employers when they request richer plans or retention strategies. It is essential to learn the question behind the question and provide tailored solutions that meet the specific needs of the organization. In conclusion, the role of HR in tailoring benefits and attracting top talent is crucial for the success of organizations. By understanding the unique needs and aspirations of employees, HR professionals can create benefit packages that align with individual goals and foster career fulfillment. However, there are tradeoffs and challenges involved in balancing different factors, such as cost and fairness. HR professionals must consider the impact on both the employer and the employees when making decisions about benefits. Ultimately, by tailoring benefits and considering the evolving landscape of healthcare, organizations can attract and retain top talent, driving their success in the long run. Tune into the full episode now! Chapters: 00:02:46 Tailoring Benefits to Individual Employee Needs 00:08:38 Finding Fulfillment Through Skills and Passions 00:14:35 The Impact of ArmadaCare on Employee Loyalty 00:16:33 Supplemental Medical Reimbursement Plan for Employees 00:24:51 Tax Advantages for ArmadaCare 00:26:42 Executive Medical Benefits 00:31:58 Factors Considered in ArmadaCare Underwriting 00:42:22 The Crossroads of Healthcare's Uncertain Future --- Support this podcast: https://podcasters.spotify.com/pod/show/spencer-harlan-smith/support

Dennis chats with Rachel Rutherford of ArmadaCare about Executive Benefits and how to position Executive Medical reimbursement to attract and retain top talent. Find Rachel on LinkedIn: https://www.linkedin.com/in/rachelgann/ Reach out at rrutherford@aramadacare.com visit https://armadacare.com/ for more info

Dennis chats with Executive Benefits expert, Helen Ornellas.  Helen is the President and Founder of Ornellas & Associates Insurance Services. Based in California, Helen Ornellas specializes in Executive Benefits using Life Insurance, Disability, and Long Term Care to provide solutions. With over 25 years of experience in the insurance industry, Helen represents many different insurance companies offering a wide variety of coverage options and price points. Her goal is to take the confusion and uncertainty out of buying Life Insurance, Long Term Care, and Medicare, and help you make sense of it all. She specializes in helping business owners understand their coverage and find the right solutions for the future. Helen is an active member of the National Association of Health Underwriters (NAHU) and has held various leadership roles at the local and state levels.  More info at https://ornellasinsurance.com/ ------ For more episodes and insights for Employee Benefits Brokers and Advisors, check out http://benefitsinfluencer.com/      

Not unlike a budding marriage, it is important to set expectations out clearly when beginning a business partnership, or when buying or selling that business. Noel Anderson, Vice President of Executive Benefits at Madison Brokerage, is our guest for this topic. If you have questions about a business buy/sell agreement, we'd love to hear from you! Email kate@egwealth.com with your questions. https://www.egwealth.com

In a previous podcast interview, Jay Rogers of Stearns Financial shared the firm's groundbreaking LifeNotes Strategy. The process involves purchasing life insurance-based plans to develop more adaptive features that aim to reduce duration risk and increase value to credit unions and executive participants. In this episode, Eric Stearns, principal at Stearns Financial, joins the show to share use cases of how the LifeNotes Strategy has helped credit unions optimize their credit union-owned life insurance (CUOLI) plans. Stream the episode to hear examples that might give you ideas to help your credit union and executives gain more value and flexibility to navigate a changing world.

One of the original intentions has always been to leverage life insurance-based executive benefits, such as collateral assignment split dollar plans, to retain a credit union executive. However, these plans generally come with floating maturity dates that may not be tenable long-term. So, what happens when the original goal of these benefits changes; for example, when an executive considers leaving the organization sooner than expected or for other reasons? In these scenarios, credit unions have historically been forced to keep a less desirable asset on their balance sheet—until now. Jay Rogers, senior executive consultant and director of business development at Stearns Financial, shares how credit unions can now use a new strategy to create or modify adaptive life insurance-based benefits plans that are attractive to credit unions and executives. Stream the episode to learn how Stearns Financial is helping credit unions remove the risks inherent to traditional life insurance-based benefit plans to create more value for everyone involved.

Amid talk of rising inflation, “quiet quitting,” and skyrocketing health care costs, the Great Resignation seems to have fallen off the radar. However, it is not over. In fact, executives have joined the Great Resignation in droves, prompting employers to seek creative ways to hold on to high-level talent.  One solution involves enhancing your executive benefits program. In this episode of BIZTips, we're talking with Anne Long, President, CBIZ Life Insurance Solutions, about the importance of executive benefits and the must-have executive perks employers should be offering in 2023. 

 In this tough work climate, retaining top talent is a major challenge for employers. One way employers could maintain retention is by implementing an employee recognition program. Find us at https://www.bernieportal.com/hr-party-of-one/ (https://www.bernieportal.com/hr-party-of-one/) BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy.  http://bit.ly/2NEQ5Qb (http://bit.ly/2NEQ5Qb) What is an HRIS? https://bit.ly/what-is-an-hris (https://bit.ly/what-is-an-hris) BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources.  Approved for SHRM & HRCI recertification credit hours. Enroll today! https://university.bernieportal.com/ (https://university.bernieportal.com/) The HR Party of One Blog https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c (https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c) Join the HR Party of One LinkedIn Group! https://www.linkedin.com/groups/12527070/ (https://www.linkedin.com/groups/12527070/) ▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬ How Does Succession Planning Work? | HR FAQ https://youtu.be/KhCgxIxw2ho (https://youtu.be/KhCgxIxw2ho) Bernard Benefits https://www.bernardbenefits.com/ (https://www.bernardbenefits.com/) ▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬ ► LinkedIn: https://www.linkedin.com/company/bernieportal (https://www.linkedin.com/company/bernieportal) ► Twitter: https://twitter.com/HRPartyofOne (https://twitter.com/HRPartyofOne) ► Facebook: https://www.facebook.com/BerniePortal (https://www.facebook.com/BerniePortal) ► Instagram: https://www.instagram.com/bernieportal/ (https://www.instagram.com/bernieportal/) ▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬ ► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115 (https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115) ► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA (https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA) ► Google Podcast: https://www.google.com/podcasts?feed=aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vaHJwYXJ0eW9mb25lLw%3D%3D (https://www.google.com/podcasts?feed=aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vaHJwYXJ0eW9mb25lLw%3D%3D) ► Amazon Music: https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One (https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One) ► iHeartRadio: https://www.iheart.com/podcast/269-hr-party-of-one-57127074/# (https://www.iheart.com/podcast/269-hr-party-of-one-57127074/#) ► Pocket Casts: https://pca.st/o6e2auqq (https://pca.st/o6e2auqq) ►RSS: https://feeds.captivate.fm/hrpartyofone/ (https://feeds.captivate.fm/hrpartyofone/ ) ► Other: https://hrpartyofone.captivate.fm/listen (https://hrpartyofone.captivate.fm/listen) #ExecutiveBenefits, #HR, #HumanResources, #HRTips, #HumanResourcesTips, #SmallBusiness, #HRPartyOfOne,  Mentioned in this episode: Payroll by BerniePortal Learn how BerniePortal can revolutionize the way you manage HR. Watch a demo of our all-in-one benefits administration and HR software. https://hrpartyofone.captivate.fm/https-bit-ly-payrollfeaturesbernieportal (Payroll by BerniePortal)

Guests: Aviva Sapers & Patrick Bugbee - Sapers & Wallack Interviewer: Nathan Gobes - Radio Entrepreneur The post “The Year Of Executive Benefits” with Aviva Sapers & Patrick Bugbee of Sapers & Wallack appeared first on Radio Entrepreneurs.

Is your executive compensation benefits package positioned to support your credit union and management team 5, 10, or 20 years down the road? Doug welcomes insurance and executive benefits expert Michael Blank to the show to discuss why conducting ongoing due diligence when selecting service providers, designing and implementing a plan, and considering long-term performance are essential. Additionally, he talks about the risks and rewards of split-dollar plans, why plan education is so important, and how you can strengthen your plans to sustain executives when they need them. Stream the full episode now.

A reposting of a previous episode from the Advanced Consulting Group Podcast. Anne Meagher of the Advanced Consulting Group joins to talk about tax-exempt organizations and how they are treated differently than companies that are subject to federal income tax.

Dan Aceti, Managing Principal of Executive Benefits Group in Charlotte, NC joined us to chat about the importance of executive benefits, particularly for key employee retention. He shared his insights with us around the importance of executive benefits for employers who are trying to create a comprehensive benefits strategy that works for all employees. If you're thinking about your company's 2022 benefits strategy, you'll want to be sure to take a listen to this one.

Executive compensation benefits are essential to incentivizing and retaining top executives while helping them save enough for retirement. While these types of packages are critical to a credit union executive, proposing new benefits and seeking buy-in from a credit union board can result in an awkward and challenging conversation. In the episode, Doug talks to Andy Sheeter, founder of the Sheeter Group, specializing in supplemental executive retirement plans for credit union leaders across the country. Andy gives practical tips for working with your board toward a more competitive and satisfactory executive benefits package. Listen to hear the full details.

Josh Friedlander is the Chief Human Resources Officer for Latham & Watkins, LLP. In addition to leading the global Human Resources function, Josh is an active member of the Firm’s Diversity, Security and Legal Professional and Paralegal Committees and the Firm’s EEO Review Board. Josh is also a part of World 50, a private community for C-level executives at globally respected organizations to discover better ideas, share valuable experiences and build relationships that make a lasting impact. Prior to joining Latham, Josh was the Managing Director of Human Resources responsible for Marsh Inc.’s US and Canada Division. During his tenure at Marsh, Josh was also responsible for Human Resources for the Global Infrastructure and the Consumer line of business as well as Consulting Services Group of MMC’s Kroll Inc. and Marsh Risk Consulting. The Global Infrastructure included IT, Operations, Finance, Compliance, Strategic Planning, Operational Risk, Corporate Communications and CSStars, LLC. The Consumer line of business included Marsh’s Affinity, Private Client Services, Executive Benefits, and Private Client Life Insurance businesses. Josh joined Marsh as the Manager of Corporate Staffing function and was responsible for staffing permanent and temporary positions at all levels within the organization and the development of national staffing and background verification policies and processes. Before joining Marsh, Josh was with Online Benefits, Inc., a benefits communication company. As the Vice President of Human Resources and Relationship Management, he was responsible for the management of Human Resources and the supervision of the group that established and maintained relations with distribution partners and clients. Prior to his work at Online Benefits, Josh held various domestic and international positions in Human Resources with brandwise LLC, GE Capital, and Exxon. Josh earned a Masters Degree in Labor and Industrial Relations from the University of Minnesota and a Bachelor of Science in Industrial and Labor Relations from Cornell University. In addition, Josh has a General Course Certificate from the London School of Economics and Political Science.

Attention employers and brokers! Are you worried about losing your income come retirement? Hershel Head, Russ Miller, John Marston and Kris Gross discuss the importance of executive benefits.

Monica Rhee, senior consultant on the advanced designs team, joins Stephan and Bill to discuss business planning and comprehensive executive benefits strategies.

Christopher talks with Suzette Clark, Senior Vice President and Unit Leader for Executive Benefits, and Pam Popp, Chief Retirement Officer, about the world of specific benefits for key employees. They discuss how these benefits apply to more than just the C-Suite, why they are a lifeline in worst-case scenarios, and how they impact every single team member.

Dennis chats with Nick Limneos VP, National Sales at ArmadaCare. They discuss how brokers can position medical reimbursement plans as keys to a robust recruitment and retention strategy and why they aren’t just for ‘executives’ anymore. Connect with Nick: nlimneos@armadacare.com https://www.linkedin.com/in/nicholas-limneos-8194896/ This episode is sponsored by ArmadaCare – Want to exceed your client’s expectations? Check out the Broker Playbook at https://armadacare.com/playbook/ Hunter! Is the Automated Sales Assistant for Benefits Brokers. Go to https://heyhunter.io/ to see how Hunter can work for you.

When it comes to funding an executive benefits plan, choosing the right investment for the right person and your credit union means knowing both the needs of your executive and your organization’s risk tolerance, says Ramsay Ellis, executive benefits specialist with CUESolutions Platinum provider CUNA Mutual Group, Madison, Wisconsin.Knowing your executive and your organization might be the easy part. Comparing various plans and funding sources can be tricky because various providers represent rates and returns in somewhat different ways, Ellis explains. Rates and returns are key things to try to compare benefits plans and funding investments “apple to-apples.” A second key consideration for making a good comparison of plans on an equal basis is overall expenses associated with a particular investment account.“The fee that’s being charged in a managed account is charged quarterly and is very transparent,” Ellis explained. “You see it coming out of the account and know exactly what the charge is, down to the penny. “Where it can get fuzzy is the use of mutual funds, exchange traded funds,” he continues. “Those are types of investments that have internal fees and costs that are not transparent. … If the mutual fund charges 1% a year, they’ll take 1/365th of 1% out of the value of the account every day.”Ellis says he has seen credit unions mutual funds and exchange traded funds inside of a managed account with a 1% wrap fee. “When you look at a managed account charging a wrap fee that also holds investments that have internal expenses—such as an exchange traded fund or other type of mutual fund, in reality you’re paying two levels of expense.”The show also gets into:What permanent whole life insurance is, and why it's commonly used for split-dollar life insurance planHow providers illustrate their executive benefits plansWho at a credit union gets most involved in sorting out the finer details of executive benefits plansWhat other expenses credit unions might want to look for when setting up an executive benefits plansWhat executives besides the CEO a CU might want to put an executive benefits plan in place for—and why they might want to do thisHow plans for a CEO and other executives might be differentWhen to use a split-dollar plan and when to use a 457(f) plan

This episode’s guest has a professional mantra that aligns well with CUES’ mission of developing credit union CEOs, executives, board members and future leaders. Eric Earle, executive benefits advisor for CUESolutions provider CUNA Mutual Group, Madison, Wisconsin, says the idea he lives by in his work is: “People make good decisions when they’re well informed.”In this episode, Earle talks about how more credit unions are establishing benefits plans to help retain existing CEOs and C-suite executives—and to recruit new ones when necessary.“Competition for executive talent has intensified in recent years and as a result we have seen a number of credit unions put executive benefit plans in place,” he says in the show.During the episode, Earle describes board oversight of a credit union’s executive benefits. “A credit union’s board of directors is ultimately responsible for the establishment of an executive benefit plan,” he notes. “However, many boards will task their personnel committee with the responsibility of designing the benefit plan to be mutually beneficial for the executive and the credit union membership as a whole.“It’s usually more efficient for a subset of the board to evaluate the benefit plans, determine the right mix of benefits and make a recommendation to the full board for approval—rather than having all of the board members involved in the process," he adds.Earle is sensitive to the fact that some credit union board members don’t have experience with benefits plans or investments and that can make it challenging for them to take on learning about or implementing these plans. In the show, Earle identifies some key questions he gets asked, including:· Why should we provide additional benefits to our CEO when she already earns way more than our average member? How do we know if an executive benefit plan is really right for our credit union?· Are we paying our senior leaders appropriately?· Can my credit union afford to provide additional benefits for our CEO?Listen to the show to hear his answers! The episode also gets into:· Two specific examples of how executive benefits plans might not be so expensive as credit union leaders might initially anticipate· Several best practices for boards that want to learn about executive benefits and, ultimately, make a prudent decision“There’s a lot of great resources out there to help credit union boards do their due diligence,” Earle says. “But the most important thing is that they actually do it—that they actually take their time to evaluate their options. And, going back to my mantra, when people are well-informed, they make good decisions.”

In this episode we will examine the roles of the board, the cost of poor leadership, the current executive benefit trends, and an example of what it looks like when “things go right” and “when things go wrong”. Chris is an executive benefits consultant at O.M. Financial Group.

In this episode, we will discover how the provision of the excise tax can greatly impact credit union organizations, considerations for reviewing and implementing compensation programs, and an industry perspective on what credit unions are doing to curtail this tax. John is director of executive benefits at CUNA Mutual Group.

Executive Benefits Ins. Agency v. Arkison | 01/14/14 | Docket #: 12-1200

A case in which the Court found that a bankruptcy judge may hear arguments and file a report with a district court for "non-core" bankruptcy issues.

Senior-level executives represent a company's most valued talent. But what sort of relocation benefits make sense for this demographic and can "over-delivering" to this group cause strife among lower level mobile employees? In this podcast, Weichert's Consulting Manager, Jennifer Connell, joins us to discuss best practices for executive relocation benefits and current trends around this issue.