By Jean D. Sifleet
The final word reference on repayment for small company owners
Beyond 401(k)s for Small enterprise vendors offers techniques for decreasing taxes, making plans on your retirement, and profitable high-performing staff. professional recommendation from lawyer and CPA Jean Sifleet may help small enterprise vendors maximize their very own rewards and create an atmosphere within which staff be aware of that their labor will suggest a greater destiny for themselves.
In transparent, easy language this ebook is helping you determine what sort of plan you could manage to pay for, what your staff wish, and what to do. very important tax and coverage concerns are coated intimately and step by step information permits you to layout a repayment procedure that works for either you and your staff. Case reports, pattern plans, and necessary references make this ebook your one-stop resource for whole insurance of choices, from money bonus courses to worker inventory choice plans (ESOPs) and every thing in among. With past 401(k)s for Small enterprise proprietors you will have the entire instruments you would like to:
* Maximize proprietor merits, lessen taxes, and improve your retirement income
* Use artistic repayment to inspire your employees
* comprehend certified and nonqualified plans
* deal with the original problems with kin businesses
* Get the easiest deal on coverage and advantages to your company
* stay away from dear pitfalls
* degree your development and preserve your plan on the right track
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Extra info for Beyond 401
The employees. If you do not develop such a plan, politics will prevail and employees will make their own inferences about company values. Worse, if you allow ad hoc compensation decisions, you may find yourself with new hires who are being paid more than long-term, highly skilled employees. This can have disastrous results, and you may find yourself defending an age-discrimination lawsuit. I have heard many an outraged business owner complain about employees who leave to start competing firms.
Some companies calculate a “bonus pool” each year (funds available for bonuses based on the performance of the company that year) and then allocate the funds to employees based on specific criteria. The more objective the criteria, the better. Milestone Bonus? Another approach is to reward specific milestones, for example, shipping of new product, achieving ISO 9000 certification, or achieving revenue and profit targets. In determining these milestones, be careful to plan the reward so that employees work for the good of the company.
Try to get input from all employees. If only half or fewer respond to the survey, you will not be able to rely on the results. You still will not really know how employees feel about their benefits and what is most important to them. 5. Do not just develop a list of possible benefits and ask employees if they are interested in any of them. Virtually all employees will say that they want all of the possible benefits that you have listed. This will not be very helpful. 6. Ask how well employees understand their current benefits.