For most staff in tax-exempt groups, typical 401(k) and 403(b) retirement plans are sufficient to fund retirement, but for highly paid executives, IRS contribution limitations on those plans fall short. Many organizations look to fund the retirement of CEOs and senior staffers through supplemental executive retirement plans—deferred compensation tools that augment traditional plans. SERPs allow employees to defer compensation beyond the current IRS limit of $17,500, not counting catchup provisions for those employees over 50, but these are not available to all employees. The IRS limits these plans to management and highly compensated individuals. Most widely used is the… Read More