Fulcrum Partners: a Proud BDO Alliance USA Member
Fulcrum Partners is an independent member of the BDO Alliance USA, a nationwide association of independently owned local and regional accounting, consulting and service firms with similar client service goals. By supplementing our services, the BDO Alliance USA allows us to:
- Enhance our client services and broaden our capabilities overall
- Expand our domestic and international coverage
- Gain greater technical knowledge in specialty areas
- Utilize professionals with experience in a wide range of industries
- Access the most up-to-date technical information
- Participate in the latest training programs
- Utilize state of-the-art, customized computer systems
- Provide our clients with key contacts and sophisticated professionals throughout the U.S.
Better Client Experiences Through Strong Alliances
Commitment to Exemplary Client Service
The BDO Alliance USA brings us the necessary tools to help us better serve our clients with greater flexibility, efficiency and cost effectiveness.
The BDO Alliance USA is a subsidiary of BDO USA, LLP, a Delaware limited liability partnership. For more than 100 years, BDO has provided quality service through the active involvement of experienced and committed professionals. The firm serves clients through more than 60 offices over 550 independent Alliance firm locations nationwide. As an independent Member Firm of BDO International Limited, BDO serves multi-national clients through a global network of more than 73,000 people working out of 1,500 offices across 162 countries..
BDO Alliance USA Member Firms & Fulcrum Partners: Better Together
Case Studies & Reports by Fulcrum Partners
The case studies and reports shown below address a few of the many ways Fulcrum Partners helps BDO Alliance USA Member Firms. Additional information is available on the Resources page of this website. You can also sign up here to receive the Fulcrum Partners Newsletter and continue to learn more.
|Portfolio Companies COVID-19 Economic Stimulus Relief Incentives||
The novel coronavirus (COVID-19) has disrupted businesses across every industry, requiring workforces to operate remotely and urgently pivot to crisis management mode. Meanwhile, the pandemic has ushered in a bear market and caused high unemployment, prompting massive economic uncertainty.
|Help Your Clients’ Key Employees Bridge the Retirement Gap||Your clients’ key employees are the backbone of their organizations – focused on meeting each organization’s business goals. But this focus hasn’t kept these valued employees from thinking about – or even planning for – their retirement. What can your clients do now to help ensure their key employees have enough income to enjoy their retirement years? A nonqualified deferred compensation plan (NQDC) can help boost the retirement savings of key employees. A NQDC plan allows employees to save above and beyond the limits of a 401(k) or 403(b) plan. Plus, they may be able to take advantage of tax benefits not offered with other savings options.|
|Recognize and Motivate Key Employees: Nonqualified Incentive Bonus Plan||This report, titled “Recognize and Motivate Key Employees” explains what a nonqualified incentive bonus plan is and how a plan can help organizations retain and reward employees essential to the company’s success. This report also looks at how experienced guidance helps organizations and their key employees through this process.|
|How Deferred Comp Plans Can Help Pass-Through Businesses||Retaining top talent in a competitive job market is challenging for any company; for many pass-through employers, keeping key employees can be a critical difference maker, especially in view of the high cost of replacing them. As companies deal with the impact of the Tax Cuts and Jobs Act, they must also factor in the cost to replace an employee.|
|Levelized Sinking Fund Study||A case study of a small private company’s option for stock repurchase and succession planning, including a look at emerging stock repurchase liability; stock repurchase analysis based on a 5 percent growth assumption and 50,000 shares for each of six executives; annual stock repurchase liability by year; taxable sinking fund at 6 percent gross, 30 percent blended tax and 4.2 percent net rate; and taxed advantaged sinking fund at 6 percent crediting rate/ net funding.|
|Protect Your Clients by Helping Them Look Out for Their Key Employees||Employee benefits can do more than provide a great way for workers to live with more peace of mind about the present and the future. Properly structured, employee benefits provide valuable advantages for companies. In this report, we share some of the ways deferred compensation plans, offered as benefits for key employees, help the company as much as they help the employee receiving them. We also include a few things that both employers and employees should know and consider about deferred compensation.|
|What Are the Right Benefits for Organizations and Employees? A Fact-Finder for a New Plan||This report, published by Fulcrum Partners, defines five questions to ask, that will help an organization determine if a nonqualified plan is right for the company and its key employees. Additionally, it includes a questionnaire to assist in determining the best solutions to help an organization meet its goals and objectives.|
|Rethinking Executive Compensation While Awaiting Section 162(m) Guidance||This whitepaper overview discusses steps organizations can take now, as they await insights and guidance on Federal Tax Code changes relevant to Section 162(m).|
|Trends in Nonqualified Deferred Compensation||This report looks at statistics and trends in deferred comp plans through the lens of both plan sponsors and participants. Plan sponsors will find these insights valuable in benchmarking benefits.|
|Creating Long-Term Value for Companies and Their Executives||This case study documents the challenges faced by a family-owned company with an outdated shareholder agreement, a serious need to retain certain key employees, and the problem of flat earnings over recent years. Explored within this report are multiple opportunities created when applying flexible solutions recommended by the team at Fulcrum Partners.|
|Private Company // Long Term Incentive Plan Design Template Guidance||Five primary components to an effective LTIP. This whitepaper report has been prepared by: G. Scott Cahill, CLU, Cofounder & Managing Director Fulcrum Partners LLC.|