There are a variety of problems that can be addressed by nonqualified deferred compensation ("NQDC") arrangements. NQDC is essentially a compensation arrangement that provides for the payment of cash, property or benefits and does not come within one of the categories of deferred compensation arrangements which are "qualified" under applicable tax statutes.This updated and expanded edition of Taxation and Funding of Nonqualified Deferred Compensation is a complete and current resource for using this extremely flexible planning device to best address your client's financial goals. Written by specialists in the field, this book defines the perspective of both the employee and employer in using this planning tool. The authors demonstrate how NQDC can provide solutions to complex compensation issues and provide up-to-date information on:The ways that NQDC can be tailored to serve the needs of employers and employees, and the tax consequences for eachDifferences in the timing of NQDC benefits under income tax and FICA rulesHow NQDC arrangements can be structured to comply with Section 409AOpportunities to minimize potential estate and income taxes on death benefits paid under NQDCHow Section 457 of the IRC is applicable to NQDC arrangements for tax-exempt organizations and the unique burdens this puts on state and tax-exempt employers and their employeesHow NQDC impacts social security benefits, and when the risk of forfeiture should be structured to lapse in order to avoid substantial reductions in these paymentsUsing NQDC with other plans, including split-dollar and 401(k) wrap plansIssues with financial accounting and securities laws, and more

This vital question-and-answer reference is essential for professionals who advise, plan, fund, or administer nonqualified deferred compensation plans. You'll appreciate the ready-to-use information on: Top hat plans -- Excess benefit plans -- Rabbi trusts -- Secular trusts -- Split dollar life insurance -- Corporate-owned life insurance -- Stock plans -- Taxes that apply to nonqualified deferred compensation plans. Plus, you'll find thorough coverage of such hot topics as multiple employer 419 trusts, the new untapped Medicare wage base, the new deduction limit on executive pay, funding techniques for unfunded plans, Form 990 disclosure requirements, analysis of Albertson's v. Commissioner and Balch v. Commissioner, and much more.

Although nonqualified deferred compensation plans lack explicit tax preferences afforded qualified plans, it is well understood that nonqualified deferred compensation results in a joint tax advantage when employers earn a higher after-tax return on deferred sums than employees could do on their own. Several commentators have proposed tax reform aimed at leveling the playing field between cash and nonqualified deferred compensation, but reform would not be easy or straightforward. This Article investigates nonqualified deferred compensation practices and shows that joint tax minimization often takes a backseat to accounting priorities and participant diversification concerns. In practice, the largest source of joint tax advantage likely stems from use of corporate owned life insurance (COLI) to informally fund nonqualified deferred compensation liabilities, suggesting that narrow reform aimed at COLI use might be a more attractive policy response than fundamental reform of the taxation of nonqualified deferred compensation.