Your Company and the Executive can both be winners

SAMPLE
Executive EMPLOYEE Benefit (Plan design for age 50) $200,000 a year beginning at age 65 20 annual payments ($4,000,000!) Early retirement benefits (may be an option) If death occurs prior to normal retirement (age 65), $200,000 is paid to the beneficiary for 15 years ($3,000,000!) If death occurs during retirement, the balance of 20 payments is paid to the beneficiary REQUEST A NO OBLIGATION PLAN PROPOSAL for YOU or YOUR EXECUTIVE
PlanaSERP .com offices located in major cities across the U.S.:
Alabama Arizona California Colorado Connecticut Delaware Florida Georgia Illinois Indiana Kansas Kentucky Louisiana Massachusetts Michigan Missouri Nevada New Jersey New Mexico New York North Carolina Ohio Oregon Pennsylvania South Carolina Tennessee Texas Utah Virginia Wisconsin

Discover how your business can provide meaningful Executive Benefits at little or no cost to the company.

To retain a key executive or pass your business to the next generation...

Heres an example of the benefits a valuable employee can receive:

$4,000,000 SERP
$200,000 a year for 20 years
beginning at age 65

COMPANY Benefit (SERP plan design for age 50) Executive promises to stay & perform to retirement age Company is the beneficiary of a $1,563,313 key person life insurance policy If executive does not fulfill promise to company (i.e. terminates employment prior to normal retirement date), the executive forfeits any right to the informal funding balance

908-379-2713 www.PlanaSERP.com
*This is a possible plan design if life insurance is used as the informal funding vehicle and death occurs at age 85. It does not represent any particular company or product and is for demonstration purposes only. If a plan is selected based on your specifications, insurance company ledgers with full disclosures will be provided.

PLAN STRUCTURE*
Prior to Retirement
Executive Age Premium Annual Cash Value Increase Annual Difference

The company pays $83,500 life insurance premium. The cash value in most years equals or exceeds the premium.

50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 TOTAL

(83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (83,500) (1,252,500)

85,642 83,097 83,276 85,983 88,729 93,813 98,806 103,913 110,068 116,872 132,174 138,738 151,305 171,985 184,029 1,728,430

2,142 (403) (224) 2,483 5,229 10,313 15,306 20,413 26,568 33,372 48,674 55,238 67,805 88,485 100,529 475,930

This is a proven strategy that can help retain talent at a lower cost than alternatives. Traditional benefit-planning involves consultants and vendors from the start which means ongoing fees.We make it easier to help retain talent with attractive benefits for a minimal and often recoverable cost. We have over 30 years of experience as benefit specialists designing, installing and administering Supplemental Executive Retirement Plans for private and public companies. These plans generally provide benefits for key executives on a discriminatory basis.

During Retirement
Executive Age Company Cash Value Tax Deductible Payment To Executive Company After Tax Cost Withdrawn From Policy After Tax Cash Cost To Company

65 70 75 80 85

1,714,218*1 1,625,153 1,503,436 1,333,665 1,268,617*

(200,000)*2 (200,000) (200,000) (200,000) (200,000)

124,000*3 124,000 124,000 124,000 124,000

0 0 0 0 0

*If life insurance is used as the informal funding vehicle. *1 Prior to the first payment company policy contains $1,728,430 cash value. *2 Each year company pays executive $200,000, tax deductible to the company at a 38% tax bracket. *3The after tax cost is $124,000 which is withdrawn from the policy. ($200,000 -$76,000 tax benefit + cash value withdrawal) = $0 cash cost.