Deferred Compensation
Allow eligible employees to defer qualifying compensation for payment at a future date under an appropriately structured arrangement.
W-2 EMPLOYEE RETENTION STRATEGIES FOR HEALTHCARE ORGANIZATIONS
Reward Key Employees for Building Their Future With You.
Your most important W-2 employees contribute to patient care, leadership, productivity, and the financial success of your organization.
Traditional compensation and benefits may not always provide a meaningful incentive to remain long-term. Additional financial benefits can help reward continued service and encourage loyalty.
POTENTIAL EMPLOYEE BENEFITS
Financial Rewards With a Longer-Term Purpose.
Supplemental Retirement Benefits
Provide additional retirement benefits for selected eligible employees beyond traditional retirement plans.
Long-Term Retention Benefits
Reward important employees for meeting agreed-upon service milestones.
Performance-Based Incentives
Tie additional compensation to business or individual performance goals, potentially combined with continued-service requirements.
WHY ORGANIZATIONS CONSIDER THESE STRATEGIES
Support Loyalty and Leadership Continuity.
- Reward high-performing employees
- Encourage longer-term commitments
- Supplement existing retirement benefits
- Support leadership continuity
- Offer meaningful incentives without immediately offering ownership
HOW WE HELP
Designed Around Your Employees and Your Goals.
We help evaluate potential arrangements, coordinate plan design and funding discussions, assist with implementation, and support ongoing reviews.
Eligibility, tax treatment, plan design, and applicable benefit rules vary. Qualified legal and tax professionals must review the proposed arrangement. Financial obligations remain subject to the written agreement and applicable law.
A CONVERSATION ABOUT YOUR PEOPLE
Let’s Find the Right Retention Approach.
Start with a complimentary review of your organization’s retention objectives.