We have administered some Fortune 20 corporate-sponsored insurance plans for more than 20 years, and were an early adopter of technology for deferral plan and other benefit administration. Consequently, we offer the type of recordkeeping background and know-how that is rarely acquired quickly but rather honed over decades by delivering services each day, month, quarter and year.

Clients tell us that our analysis and service teams are the best qualified and most seasoned in the business. Our specialists fuse together participant needs, employer's needs, reporting and technology, creatively using Balser's technology to resolve challenges.

We are innovative in insurance administration and deferral/SERP recordkeeping. For example, one company sponsors two deferral plans with partially overlapping populations of executives: (1) a fairly typical deferred compensation for a 50+ year-old company with nearly half of the participants retired with active distribution schedules. Handled in-house, there was no online access to these accounts. The paper enrollment was cumbersome; and, (2) a super-level deferred compensation that included the deferral of base salary, profit sharing units, and performance unit awards with online services. The American Jobs Creation Act of 2004 and 409A regulations created grandfathered and new versions of both plans. Our administrative team created a solution that accommodated participants enrolled in two plans, addressed newer changes in Federal regulations, and minimize the costs. Other recordkeepers would need to administer each plan as two separate plans (creating four plans). However, Balser offered the client a flexible recordkeeping system that made the answer comprehensive, simpler and less expensive. The system can apply different rules to different years of a plan - and to different levels of employees. We also enhanced communication, and organized on-site enrollment meetings to present the improved administration and support systems.

Our systems allow us to combine the administration of deferred compensation plans for separate sets of executives - or plans that were frozen under one set of rules and reintroduced under another. These savings are significant and annually conserved. Our largest reduction in administrative costs was achieved by combining (only administratively) 27 plans into nine.