Quint, Miller & Co.

Corporate Benefit Plans
The most important resource of any company is its people.  The ability to attract and retain high quality professionals can make all the difference in terms of a company’s position in the marketplace, as well as its very survival.  A menu of relevant employee benefit and investment plans, striking a fair balance between desires of the employees, management and ownership is therefore critical to a company’s overall success.  We will work diligently with your Company to provide appropriate and state-of-the-art programs in the following areas:
 
Benefit Plans 
 
Retirement 
  • Defined Contribution (401-k, 403-b), Defined Benefit
  • Non qualified retirement plans
  • Executive Financial Planning
 
Health 
  • HMO, PPO, POS
  • Group Life
  • Short Term, Long Term Disability
  • Accidental Death & Dismemberment
  • Dental
  • Vision
  • Flexible Spending Account

 

Additional 

  • Post Retirement Medical 
  • Key Man Insurance
  • 529 Plans
 
Employee Stock Plan Administration Services - The Bank of New York Mellon, our clearing firm through its Pershing division, is well established in providing publicly traded Fortune 500 companies with a complete menu of the following services: 
  • Incentive and non-qualified stock options
  • Restricted Stock
  • Stock Appreciation Rights
  • Performance Share Units
  • Performance Vesting
  • 423 and Non-Qualified Employee Stock Purchase Plans

 

Deferred Compensation
A Deferred Compensation Plan is a Retirement Plan that supplements your 401(k) Plan and is directed primarily towards the senior members of your company that are more highly compensated (generally earning in excess of $100,000 annually):
  1. Contributions can be made by the company, the participant or both, depending on how the Plan is structured.
  2. Contributions are tax-deferred and invested in a series of high quality mutual funds selected by the participant from a comprehensive fund menu.
  3. Unlike a 401(k):
  • There is no annual contribution limit, i.e., the maximum annual 401(k) contribution is $15,500.  Therefore, a significant asset can accumulate in a Deferred Compensation Plan on behalf of the participant in a much shorter period of time than a traditional 401(k) Plan.
  • A Deferred Compensation Plan is generally offered to selected employees only vs. a 401(k) Plan that must be offered to all employees.
  • The Plan may be subject to a vesting schedule that promotes employment longevity.
 
Please note:  Clients should consult with their attorney and tax advisor in connection with the above-referenced programs.
 

 

 

 
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©2011 Quint, Miller & Co. New York, NY|Baton Rouge, LA|Boston, MA(800) 388-4395info@quintmiller.comDisclaimer

This site is for informational purposes only and does not constitute an offer to purchase or sell any securities, and does not suggest the execution of any financial or tax related strategies. Prior to execution, clients should independently and with the assistance of their own CPA and Tax Counsel, evaluate the financial, market, regulatory, credit, tax and accounting risks and consequences of any financial transactions or strategies described herein.  Please note that derivative securities are not insured by the Federal Deposit Insurance Corporation (FDIC).  All information provided, data contained and opinions expressed herein are subject to substantial change without notice. Securities offered through Petersen Investments.