Senior-level executives of publicly traded companies engage SFG for their financial planning, tax planning and investments, freeing them to manage their careers and live more fulfilling lives.
Few sources of wealth offer as rapid a chance to build assets as an executive’s stock-based compensation plan. We believe in the power of financial planning and management of equity compensation to produce a wealth multiplier effect.
Who has time to closely implement a strategy for their company stock? Who will monitor new awards and impending expirations? Our clients are decision makers with complex stock-based compensation issues for whom time is their most valuable asset.
SFG Wealth Planning provides executive equity planning for life. Senior-level executives of publicly traded companies engage SFG for their financial planning, tax planning and investments, freeing them to manage their careers and live more fulfilling lives.
Founded in 1993, we are a fee-only financial planning team dedicated to a highly-engaged and personalized approach to financial planning.
Through our Executive Planning Services, SFG Wealth Planning implements and monitors all aspects of a client’s financial life on a fee-only basis, covering stock-based compensation, estate, retirement, education, tax, insurance, and investment planning. It’s a partnership that puts the client’s goals first.
Complex tax and delicate regulation issues, such as sales under 10b5-1, hedging, and transfers. While there are many different kinds of restricted stock, and the tax and forfeiture rules associated with them can be very complex, two of the most popular involve the granting of Restricted Stock Units (RSUs) and Non-Qualified Options (NQOs). Most senior corporate leaders often receive prescribed amounts. In some firms, executives may choose which stock plan they prefer; and, in a few cases, executives may choose both.
In most cases, you can allocate 100% of your bonus, but only a percentage of your salary. While the money enters the plan on a pre-tax basis, while retaining the chance to grow on a tax-deferred basis, some plans require that the Medicare tax must be paid up front.
Companies with a 12/31 fiscal year end will frequently approach their executive plan participants in October and November to determine what percentage of salary and bonus an executive wishes to contribute to the plan. This is the time for you to take out the crystal ball and speculate about what will happen to you and your family’s cash flow in the coming year. Will there be enough money set aside for emergencies? What should your budget look like? How much cash flow will you need?
It’s only after taking your best guesses at those questions with the help of a financial advisor that you can make an informed decision about what percentage of your compensation should be deployed to your employer’s plan.