Succession planning is a critical aspect of managing small, closely held businesses, as the unexpected departure of a key leader can significantly disrupt operations and challenge the business's legal...
Entering into a letter of intent for an office lease agreement? Consult our playbook for valuable key provisions, alternative language provisions, and guidance for both landlords and tenants. Download...
In the complex world of M&A transactions, transition services agreements (TSAs) serve as critical bridges between deal closing and operational independence thus creating stability during organizational...
This practice note covers key legal and regulatory issues to evaluate, questions to ask, and documents to review in medical device or diagnostic technology deals, including M&A, investments, financings...
Employers often maximize high-earning executives’ deferred compensation by establishing a supplemental executive retirement plan (SERP) that adds to the executive’s defined contribution plan account—but on a nonqualified basis. Qualified plans are subject to IRS limits. For example, in 2022, execs may want to save more than the IRS limits ($20,500 of their own money in a 401(k) plan, pre-tax/designated Roth, and $6,500 more if they are age 50 or older). Other IRS limits may apply to limit their qualified plan contributions. Having a SERP in place can allow executives to save significantly greater amounts.
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