Year after year Balser proves its value to larger companies by helping them improve their retirement and insurance plans, managing the costs of programs, negotiating with product providers on price and features, minimizing administrative ad legislative hassles, planning for future HR events, and more.

Our expertise in certain areas and focus on the highly compensation employee translates into better benefits—for the employer and the employee.

Our perspective allows us to conduct comprehensive analyses of existing plans. We often identify shortfalls, inadequacies, gaps and overspending on products and services. We find opportunities provide more, sometimes without any additional cost to the employer We objectively recommendations, and have the talent and systems to successfully implement them.

Yes. Balser has honed extraordinary plan implementation and administration capabilities that set it apart from many other providers who do not specialize in servicing an executive audience, or adapting to the needs of large "Fortune 500" type employers. We were an early adopter of technology in providing daily valuation for deferred compensation plan accounts. At first building on the available 401(k) technologies, and later expanding into more advanced, flexible technologies. We have client relationships that stretch back decades, servicing retirement and insurance plans, so we've "cross-pollinated" our innovations in retirement plan admin into life and disability plan administration. Our executive disability enrollment capabilities—and policy administration are phenomenal and admired in the industry, making a real difference in the success of launching these benefit plans. We add value through our expertise—and interest in administrative systems resulting in smoother programs, seamless implementations and reliable quality assurance.

Today's workforce is dynamic and the profile of executives constantly changes. Companies often begin defining who is eligible for supplemental benefits by using the limitations for certain plans set by federal regulations. These limits have guided the development of executive benefits, answering the shortfalls in retirement saving and insurance protection.

Plans viewed years ago as necessary for the most senior management are now regularly offered broadly to many "middle management" employees who make six figures, and see how inadequate some "group" benefits become. The conventional wisdom that governs retirement saving and lifestyle has been re-defined, so more people are saving an additional $15,000 to $20,000 in their nonqualified deferred compensation plan. Outside forces like the inflated obligations of mortgages, for example, influence the needs for executives to elect more life insurance and disability coverage. Where these are viewed as executive benefits, they include many employees at many levels.

Working with larger companies, many with histories beyond our 40 years, there are ordinarily existing plans in place for executives, so evaluation is common. The performance of plans can often be improved, or new approaches using a combination of ideas can augment or replace somewhat inadequate group plans. We often identify shortfalls, inadequacies, gaps and overspending on plans, and related products and services. We find opportunities control costs for the employers and create more meaningful benefits for employees.

We concentrate on executive benefit needs, and almost exclusively pursue cutting-edge ideas and services for this employee population. That said, our clients appreciate our expertise in life insurance, disability insurance, retirement plans, and plan administration—and have enlisted our help in accessing some group benefits, making up for the shortfalls of some plans, and in a few cases implementing more broad-based insurance plans. Although our deferral system is much like those of 401(k) plans, we do not serve the qualified plan market.

We only implement and administer corporate-sponsored benefit plans, so our Balser identity is nearly omitted from the plans from the executives' perspective. The administrative websites we create for large employers are custom and co-branded with the clients own "look and feel" and our recordkeeping unit's identity, Benefit Plan Services. Our focus is on the employee's experience, and we believe executives are most comfortable with their employer's branding and the security and privacy provided by our service center and systems. These practices allow us to easily private label our services for the clients of others.

Systems have become a significant differentiator in the large employer benefits marketplace, so we have continually enhanced are systems through ongoing challenges and building on ideas that incubate through our initiatives in client collaboration. Our newer system changes are significant and may allow our clients to leapfrog into a new way of thinking for benefit administration.

We are thorough, experienced, innovative and reliable. Companies choose and recommend Balser to their colleagues and counterparts because we take a consultative approach to the employers situation, and are not going to steer an organization to something that is not a good fit. Often executive benefit plans require Balser to assume a role, sometimes a daily role, in managing them. We view plan design beyond something transactional. We want the right benefit, performing well for the employer and the employees.

Larger employers often have relationships with service providers and benefits generalist, so we are accustomed to adding value in our certain areas of expertise and collaborating successfully with the parties involved. We are able to restructure benefits and administration in ways that make a difference to the client, to the general benefits consultants, and to the carriers.