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Split-dollar arrangements can be effective solutions when an employer wants to offer incentives or deferred compensation to its key executives when cost is an issue. The employer and key executive can use a cash value life insurance policy where the policy ownership is split in one or more ways, cash value, premium, or death benefit. The key benefit is that a highly taxable portion of the compensation is replaced by a tax efficient life insurance asset that provides cash accumulation and death benefit.

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Tax-exempt organizations, including colleges, hospitals, and other nonprofits, often face challenges in attracting and retaining key talent because they typically cannot match the executive retirement benefits provided by for-profit companies.

These organizations can (and often do) use split-dollar life insurance for executive retirement benefits due to the following several advantages:

• It bypasses 457 or 4960 rules.

• It offers maximum flexibility, including flexible vesting.

• The executive owns the policy.

• The executive controls investment choices.

• Provides favorable accounting for the tax-exempt organization.

• Potential tax-free income from the policy.

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