Deferred Compensation News and Updates

Deferred Compensation News brings you the latest information and insights on 409A nonqualified deferred compensation; institutional COLI, BOLI, and ICOLI; tax-and cost-efficient non-COLI funding strategies; low-cost tax managed non-COLI asset/liability designs; executive benefits benchmarking; succession planning and timely issues of executive pay and benefits. 
April 01, 2013

Bruce Brownell of Fulcrum Partners LLC, Speaker at HR Management Institute Event

Fulcrum Partners, a One Digital Company Media Releases

PONTE VEDRA BEACH, FL ( Mar 21, 2013) “Enhancing HR as a Strategic and Transformative Business Partner in Times of Volatility and Change” was the topic at the recent International Performance Management Institute (IPMI) HR Management Institute event. Among those speaking to the select group was Bruce Brownell, co-founder and Managing Director of Fulcrum Partners LLC, one of the nation’s leading and largest executive benefits consultancies. Held at the Gaylord Palms Resort in Kissimmee, Florida, (February 24 – 26, 2013) the B-2-B information sessions were attended by delegates and service providers on an invitation-only basis. Bruce Brownell, who spoke on the topic, “What’s Next for Non-Qualified Deferred Compensation,” said, “In today’s fluid business environment, it is critical for Human Resources professionals to recognize that Total Rewards and executive compensation are changing forever. The challenge is to take a fresh look at taxes and wealth creation, to recognize that now is the time to review all things 409A, and to understand and be in command of the technology tools available to human resources professionals. I was honored to be part of this dynamic event.” With over 25 years in financial consulting, including the past 15 years exclusively in Executive Benefits, Bruce
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February 20, 2013

Fulcrum Partners LLC Releases Report on Executive Benefits in a Downturn Economy

Fulcrum Partners, a One Digital Company Media Releases

PONTE VEDRA BEACH, FL– One of the nation’s largest executive benefits consultancies, Fulcrum Partners LLC, announces the release of the white paper: “Using SERPs to Create a Balanced Executive Compensation Program.” The authors of the report, Peter Lupo and Bruce Brownell, look at how a struggling economy can highlight the extent to which design flaws within some equity programs may have encouraged executives to take excessive risks that are contrary to the long-term financial interests of companies and their shareholders. Fulcrum Partners has made the report available as a download at www.fulcrumpartnersllc.com. Bruce Brownell, one of the company’s founders and a specialist in IRC 409A, explains, “Well-balanced risk and rewards are one of the foundations of an effective compensation program. Over the past two decades, stock-based incentives have been the primary means used by companies to motivate and retain valued executives. But the current economic downturn has exposed potential weaknesses in this approach. It is becoming increasingly clear that stock price alone does not always correlate with either executive performance or sustainable long-term shareholder value.” According to the report, in many situations the introduction of a supplemental executive retirement program, (SERP) helps promote a more diversified ‘portfolio’ approach to executive
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February 19, 2013

Fulcrum Partners Releases White Paper: Using SERPs to Create a Balanced Executive Compensation Program

Reports & White Papers

Fulcrum Partners LLC has released a new white paper report, titled, “Using SERPs to Create a Balanced Executive Compensation Program.” In many situations, the introduction of a supplemental executive retirement program, (SERP) helps promote a more diversified ‘portfolio’ approach to executive rewards. We invite you to read the full report to learn more. The report, authored by Peter Lupo and Bruce Brownell can be read below or on the following platforms: SlideShare at Fulcrum Partners LLC White Paper on SlideShare. Scribd at Fulcrum Partners LLC White Paper on Scribd. More about the Authors of Using SERPs to Create a Balanced Executive Compensation Program Peter Lupo, Managing Director and Head of the New York office, joined Pearl Meyer & Partners in 2006 with more than 20 years experience with executive compensation and benefits programs in a wide range of industries. He has worked extensively with Compensation Committees and management covering a variety of needs, including developing compensation philosophies for national and global companies; drafting CD&As; developing incentive designs; and advising on change-in-control, executive benefits and perquisites issues. Before joining PM&P, Peter Lupo held the national compensation practice leader role with Aon Consulting’s National Compensation Practice. He also has served as a Principal and Senior Executive Compensation Consultant with
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September 20, 2012

Fulcrum Partners LLC Launches Bold New Design for Website and Brand

Fulcrum Partners, a One Digital Company Media Releases

Media Release from Fulcrum Partners LLC Fulcrum Partners LLC Launches Bold New Design for Website and Brand PONTE VEDRA BEACH, FL–(Marketwire – Sep 19, 2012) – Executive benefits consulting firm, Fulcrum Partners LLC, has unveiled its redesigned website and brand identity. The company’s new logo, new graphic design, and updated content (http://www.fulcrumpartnersllc.com) help communicate the vision and purpose of this fast-growth, industry leader known for providing specialized consulting services for customized deferred compensation and executive benefit plans to numerous Fortune 1000 corporations and large private companies. Working with Brand Catalyst Partners, Fulcrum Partners sought to distill its message of leadership, experience, creativity, and accountability through its voice, web presence, print collateral, and visual imaging. Kennan Burch, CEO of Brand Catalyst Partners, says, “In serving each client’s specific needs, Fulcrum Partners facilitates synergistic strategic alliances. Their brand was already powerful but Fulcrum recognized it needed to be even stronger to better communicate its depth and versatility.” The company’s new look is energized and cohesive, which represents well the nationwide team of Fulcrum Partners and its open architecture business model. As Managing Director Steve Broadbent observes, “The consultants at Fulcrum Partners stand apart from their competitors by standing together to leverage their
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