The various options include pure deferred compensation plans, supplemental plans, excess benefit plans, supplemental executive retirement plans (SERPs), top hat plans and death benefit only (DBO) plans.
What does SERP stand for?
SERP stands for Supplemental Executive Retirement Plan (nontax-qualified)
This definition appears very frequently and is found in the following Acronym Finder categories:
- Business, finance, etc.
See other definitions of SERP
We have 67 other meanings of SERP in our Acronym Attic
- Sorption Enhanced Reforming Process
- Special Early Retirement Program
- State Earnings Related Pension
- Statewide Emergency Response Plan
- Steam/Electrical Recovery Project
- Storage Enterprise Resource Planner (NovusCG, Inc.)
- Strategic Education Research Partnership
- Strategic Environmental Restoration Program
- Super Efficient Refrigerator Program
- Supplemental Employee Retirement Plan
- Support Equipment Reclamation Program
- Sustaining Engineering Requirements Plan
- Symbol Error Rate Performance
- Syncrude Emissions Reduction Project (Canada)
- System Equipment Reliability Prioritization
- Systolic Early Relaxation Phenomenon (medical; cardiology)
- South East Regional Play Association (Surrey, UK)
- Service Forces, Pacific
- Skin Exposure Reduction Paste Against Chemical Warfare Agents
- Servicio Pax y Justicia (Spanish: Service, Peace, and Justice; Latin America)
Samples in periodicals archive:
Albraccio suggested credit unions begin implementing a supplemental executive retirement plan to eliminate the disparity.
409A's scope beyond what was traditionally considered to be deferred compensation, to include traditional bonus and salary deferral programs and supplemental executive retirement plans, as well as certain stock-based compensation, taxable fringe benefits and severance-pay arrangements.
According to Joseph Field, a senior partner at Withers Bergman in New York, "in the view of my firm, nonqualified compensation arrangements now subject to Section 409A rules include salary and bonus deferral plans, supplemental executive retirement plans, stock options giving the optionee the right to purchase stock at a price below fair market value at the date of the grant, most stock appreciation right plans and restricted stock unit plans.
Elimination of "single trigger" change-in-control provisions * Reducing change-in-control gross-up payments slightly if excise tax avoided * Tallying termination benefits for top executives under different scenarios * More even-handed document drafting (not always in executive's favor) * Taking long-term incentives out of supplemental executive retirement plans (SERPs) and severance * Executive reimbursement for personal use of corporate aircraft at net operating cost * Eliminating gross-ups from perquisites * Voluntary expanded proxy disclosure beyond SEC "letter of the law" * De-emphasis of competitive pay surveys * Maintaining accountability for failures .
Despite the popular tax break side of the legislation, the new law turns on deferred compensation plans, Supplemental Executive Retirement Plans (SERPS) and discounted stock options which, in the past, have been relatively free from scrutiny.
Thus, in addition to salary and bonus deferrals arrangements, nonqualified deferred compensation plans under section 409A will seemingly include supplemental executive retirement plans (SERPs); phantom stock plans; restricted stock units; stock appreciation rights; (1) discounted stock options; and section 457(f) "ineligible" deferred compensation plans of tax-exempt organizations and state and municipal governmental units.