Let Modera help you maximize your success.
Modera advisors understand the unique financial issues that affect executives at career pinnacles.
- Have a compensation package so complex that you’re worried about missing out on key opportunities or tax reduction strategies?
Need help keeping track of your Short-term Incentive Plan (STIP), Long-term Incentive Plan (LTIP), Deferred Compensation, Restricted Stock Units (RSUs), and options to ensure that you don’t leave anything on the table?
Concerned that your financial future is too closely tied to the success of your company?
Modera’s thorough financial planning can help you to:
Lower your investment risk
Pay the least amount of taxes possible over time
Maximize the way you use assets to fund your financial goals
Limit the correlation of your investment capital and human capital
Ready to hear how Modera can help you to build on your financial success? Contact us.
Article of Insight for Corporate Executives
Your employer’s traditional 401(k) plan and deferred comp plan may look similar. They may be visible from the same website and they may appear to have the same investments, but they are different in one very critical way. The deferred comp plan is not protected if your employer goes bankrupt, while the 401(k) plan is protected. With the recent downturn in the markets and volatility likely to continue, it’s important that you understand the differences between the two types of employer plans and review if any adjustments need to be made to your participation or allocation strategy.
ESPP – While the acronym and the spelled-out version - employee stock purchase plan – don’t sound particularly exciting, the financial rewards can be. That’s because, under most circumstances, people whose employers (publicly-traded companies) offer an ESPP can profit by using this benefit strategically