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Succession & Retirement Planning

Succession & Retirement Planning


We make it easy, we aim to help small business owner overcome regulatory challenges associated with offering retirement benefits.  The providers we use have a stress free, fiduciary friendly way of setting up a retirement plan for employees of small businesses.  This is a win-win from the sponsor (business owner) and the participant (employees).


An employee stock ownership plan (ESOP) is an employee owner program that provides a company’s workforce with an ownership interest in the company.  We work with specialized teams of attorneys, CPA’s, Banks and Business Valuation companies to determine feasibility and suitability.


  1. To buy the shares of a departing owner: Owners of privately held companies can use an ESOP to create a ready market for their shares. Under this approach, the company can make tax-deductible cash contributions to the ESOP to buy out an owner’s shares, or it can have the ESOP borrow money to buy the shares.
  2. To borrow money at a lower after-tax cost: ESOPs are unique among benefit plans in their ability to borrow money. The ESOP borrows cash, which it uses to buy company shares or shares of existing owners. The company then makes tax-deductible contributions to the ESOP to repay the loan, meaning both principal and interest are deductible.
  3. To create an additional employee benefit: A company can simply issue new or treasury shares to an ESOP, deducting their value (for up to 25% of covered pay) from taxable income. Or a company can contribute cash, buying shares from existing public or private owners. In public companies, which account for about 5% of the plans and about 40% of the plan participants, ESOPs are often used in conjunction with employee savings plans. Rather than matching employee savings with cash, the company will match them with stock from an ESOP, often at a higher matching level.