WFR provides financial services and products by means of a unique planning process using interdisciplinary structures of analysis, education and funding. Our macroeconomic approach, cash-flow analysis, product and service solutions demonstrably build the trust and confidence of clients so that they may choose the strategies they determine are best. Our client commitment is met when, with accuracy and diligence, we assist our clients to help meet their stated objectives.

While we offer proven products for earnings and surplus enhancement, process, not product, is the key, to our planning at WFR.

WFR uses a fee-based or commission compensation approach for the work we do. However, clients often allow for us be compensated through state mandated commissions when we place and service financial product on their behalf.

Our company philosophy of developing and maintaining long-term relationships requires that WFR provide not only the best information, ideas and solutions but financial products that are tailored to meet our clients' goals and objectives.

WFR places client assets with many financial institutions. Our foremost obligation, however, is to the client, as their independent representative to the financial marketplace.

The heart of one's company is its people. Company executives and key employees ultimately control a company's future. Along with quality of life in the community and the employer culture, competitive compensation and benefits is key to attracting and retaining key employees. And certainly, compensation and benefits become crucial in rewarding and retiring a company;s most productive and committed top talent.

Benefit offerings can be as simple as providing income appropriate welfare benefits, such as supplemental disability income insurance. Similarly simple could be a platform for supplemental income deferrals by executives and directors. Highly compensated employees (HCEs) face deferral and contribution limits in company qualified plans (401k, 403b, etc.). Such limits result in "lost" benefits and a gap in income at retirement. Companies can restore lost qualified plan benefits, and provide additional, income appropriate, deferrals by layering in a deferred compensation plan that mirrors the company qualified plan.

One step further, companies may elect to add incentive-based compensation plans in their effort to recruit, retain, reward and retire key employees. Stakeholder or phantom stock plans are common in private companies. In public companies, a platform to defer of company stock, as well as cash awards, allows executives the ability to best control their savings, vesting and resulting tax impact. There are many design options for such perquisites and Long-term Incentive Plans (LTIPs). It all comes down to tailoring something that best fits the company's objectives.

Plan cost to the company is negligible if it only involves voluntary executive income deferrals (and possibly director fee deferrals). Naturally, cost will be greater for companies that add incentive or service bonus(es) compensation that did not previously exist. Of the approximate two-thirds of nonqualified plans that are funded, two-thirds are funded with financing that provides cost recovery. Plan financing is again tailored to company specific needs and objectives.

Lastly, incorporating appropriate level supplemental life, disability and long-term care insurance is a critical aspect when design, implementation, financing and servicing for your executives and directors.

Cash Flow Timeline ℠  Analysis and Modeling
	•	Cost Recapture & Debt Reduction
	•	Investment Coordination
	•	Employee Stock Option Diagnostics
	•	Account Aggregation
	•	Pension/Retirement Maximization
	•	Asset Control, Transfer and Coordination
	•	Estate & Tax Minimization
	•	Charitable Giving
	Please visit the   My Financial Coach website to learn more about corporate sponsored fee-based financial planning with which we are affiliated. Retirement Modeler WFR is pleased to provide this new tool to help solve for future retirement income needs. This model is intended to provide estimated values based on participant savings and asset values, as well as to better understand the role of company sponsored/provided executive benefit plans. Please contact us with any questions on use of the model, projected estimates, or used in conjunction with your benefit plan(s).