The various ideas, methods, and techniques to optimize the overall compensation package for key employees and principals are examined in this mini-course. Generally, businesses may deduct employees pay including wages, salaries, and other perks. Certain fringe benefits that can provide an unusually tax-favored manner of supplementing compensation are described and evaluated. In addition, equity participation is explored through stock sales, repurchase agreements, incentive stock options, ESOTs, stock options, and bonuses. Finally, deferred compensation arrangements are investigated. The goal of this mini-course is to provide participants with a working knowledge of the types of compensation necessary to structure a compensation package minimizing tax liabilities and cost. As a result of studying the assigned materials, you should be able to meet the objectives listed below.
ASSIGNMENT
At the start of the material, participants should identify the following topics for study:
* Wages, salary & pay
* Tests for deducting pay to employees
* Selected types of compensation
* Payroll taxes
* Selected fringe benefits
* Interest-free & below-market loans
* Equity participation
* Advantages of nonqualified deferred compensation
* Funded company account plans
* Segregated asset plans
Learning Objectives
After reading the materials, participants will be able to:
1. Identify the common-law rules used by the IRS to determine whether a person is an employee for purposes of FICA, FUTA, and federal income tax withholding.
2. Recognize employee and officer compensation deductibility factors and the related employment taxes and reporting obligations to ensure compliance with regulations.
3. Identify fringe benefits specifying those that provide deductible incentive-based employee compensation.
4. Specify the equity incentive opportunities available to employers showing the variety, tax treatment, and use of stock plans.
5. Recognize the use of deferred compensation agreements to attain compensation and retirement objectives.