Protect Your Business. Reward Your People. Build Your Exit.

Key person insurance is a life insurance policy owned by the business on the life of a founder, partner, or critical employee. If that person dies, the death benefit goes to the business — providing the capital to recruit a replacement, pay off business debt, buy out the deceased's ownership interest, or simply survive the transition.

• Business is the owner and beneficiary — not the individual's estate
• Death benefit provides capital for recruitment, debt payoff, or buyout
• Premiums are a business expense in most structures
• Can be structured as term or permanent depending on the business need
• Disability riders available for key person disability coverage
• Can be converted to a personal policy if the key person leaves the company

A buy-sell agreement is a legally binding contract that governs what happens to a business owner's interest when they die, become disabled, or want to exit. Without funding, the agreement is unenforceable. Life insurance is the most efficient way to fund a buy-sell — the death benefit provides the capital to buy out the deceased's interest at a pre-agreed price.

• Cross-purchase agreements: each partner insures the other
• Entity-purchase (stock redemption): the business owns and pays for the policies
• Agreed-upon valuation: eliminates disputes over business value at death
• Disability buyout riders: triggers the buyout if a partner becomes disabled
• Prevents forced sale to outside parties or unwanted heirs
• Provides liquidity to the deceased's estate without disrupting operations

An executive bonus plan allows the business to pay the premium on a life insurance policy owned by a key employee. The premium is a deductible business expense, and the employee owns the policy — including its cash value. It's a powerful retention tool that provides a benefit the employee values without the complexity of a qualified retirement plan.

• Business deducts the premium as a compensation expense
• Employee owns the policy and its cash value — a real, tangible benefit
• No ERISA compliance requirements — simpler than a 401(k) or pension
• Selective: can be offered to specific employees without offering it to all
• Double bonus structure: bonus the employee extra to cover their tax liability
• Vesting schedule can be added to create a golden handcuff effect

Group life insurance and voluntary benefits allow businesses to offer competitive benefits that attract and retain top talent — at a fraction of the cost of salary increases. Employees value these benefits highly, and the business can offer them with minimal administrative burden.

• Group term life: employer-paid coverage for all employees
• Voluntary life: employees purchase additional coverage at group rates
• Short-term disability: income protection for employees during recovery
• Critical illness and accident insurance: supplemental coverage for gaps
• Portable coverage: employees keep their coverage if they leave
• Simplified underwriting: no medical exam for most voluntary products

Most business owners have the majority of their net worth tied up in the business. Without a succession plan, that wealth is illiquid and at risk. Christine helps business owners design a succession strategy that creates liquidity, ensures a fair transition, and protects the business's value through the exit process.

• Identify and fund the most likely succession scenario: sale, transfer, or liquidation
• Life insurance provides liquidity at death for estate equalization
• Annuities convert business sale proceeds into guaranteed lifetime income
• Disability insurance protects the owner's income during the transition
• Deferred compensation plans create a tax-advantaged exit strategy
• Coordinates with the business's legal and accounting team

A non-qualified deferred compensation plan allows a business to defer a portion of an executive's compensation to a future date — typically retirement — when the executive is in a lower tax bracket. Life insurance is often used to informally fund the liability, providing tax-deferred growth and a death benefit.

• Executive defers income to retirement — potentially at a lower tax rate
• Business informally funds the liability with life insurance cash value
• No IRS contribution limits — unlike 401(k) or profit-sharing plans
• Selective: can be offered to specific executives without broad participation
• Vesting schedule creates a powerful retention incentive
• Death benefit provides the business with funds to pay the deferred benefit