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Build Your DCP
Knowledge Center
Referral Program
Participant Resources

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Knowledge Center
Referral Program
Participant Resources
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Contact Us
813-776-6933

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Articles

Plan Funding: Taxable vs Nontaxable Securities
Deferred Compensation Plan (DCP) Overview
Deferred Compensation Plan Audit
Deferred Compensation Plan (DCP) Overview – A 401(k) Supplement
409A Direct Launch Press Release
409A Direct Sponsors USF Pro 2000 Driver Nikita Johnson
Instagram – 409A Direct Sponsors Nikita Johnson

FAQs

How many employees can we have on our plan?
Is 409A Direct secure?
How am I able to defer income above 401(k) limits?
What is the maximum income I can defer?
What forms of compensation can I defer?
Are there limits on the number of payout installments?
Are the deductions kept in separate buckets based on open enrollment elections?
Is annual salary deferral one bucket?
Is there a penalty if I select a payout before age 59½?
Can I have 50% of a bucket scheduled for one date and 50% scheduled for a different date?
Do I have to wait until retirement age to get access to my account balance?
Can I change my payout elections?
If my plan has an evergreen provision that rolls over my elections from year to year, when and how can I change my election?
Can I modify my installment payouts to push back one payment, or do I have to push back all installments in that bucket?
How often can I reallocate my investment funds and when will the allocation changes be made?
Can I select specific investments outside of those being offered?
What is a Nonqualified Deferred Compensation Plan (NQDCP)?
What is a Deferred Compensation Plan (DCP)?
What’s the difference between qualified and nonqualified deferred compensation plans?
What is a highly compensated employee?
How would my company benefit from a DCP?
How would key company employees benefit from a DCP in addition to a 401(k) plan?
How is it possible to defer income over the limits of a 401(k)?
What is 409A?
Why is 409A compliance important?
What types of payout options we can offer our key employees?
Can we offer RSU and/or PSU deferrals to our key employees?
Can participants defer all or just a portion of their eligible compensation?
Can I add more employees to my eligible group beyond the 15% maximum?
What is the minimum number of employees needed to create a plan and what is the maximum number of employees allowed on a plan?
Who needs to be involved?
What is 409A Direct?
Who is 409A Direct for?
How complicated is the process?
Why should I use 409A Direct?
How much does it cost?
What are the monthly plan administration costs?
How long does it take to implement?
What types of nonqualified plans are available through 409A Direct?
Does 409A Direct provide guidance as I work through the process?
What happens during Financial Modeling and Analysis?
Why is Product Due Diligence important?
What is the benefit of engaging a trustee?
How involved do we need to be in the trust process?
What is the suggested timeframe for eligible participant enrollment?
Will 409A Direct provide us with educational materials to prepare our eligible participants for enrollment?
How involved does my company need to be with ongoing administration?
Do we have regular meetings to ensure that our plan is working for us?
Will we have access to customer support for ongoing administration of our DCP?
What is mapbenefits?
Where do I find the 409A Direct app?
Is my company a good fit for 409A Direct?
Determine the type(s) of nonqualified plan(s) you want to offer your key employees.
Decide how you want to determine your eligible group.
Information you’ll need to get started
What types of compensation can be deferred?
Defer eligible compensation to offer your key employees.
Plan Funding
Decide when your employees can receive their payouts
Senior management team
Process Preparation Steps
Our easy-to-use platform guides you every step of the way
Customization and Control
409A Direct Platform Overview
Partners
Watch our video to explore the 409A Direct solution
Plan Implementation and Time Estimates
409A Direct Process Map
Do you have to fund a deferred compensation plan?
What is the preferred type of plan funding?
What are the investment options within a deferred compensation plan?
What are underlying investment options within COLI assets?

Glossary of Terms

Planning Tools

Personal Planning Goals
Payout Projection
Savings Escalator
Retirement Planner
Why Defer?
Risk and Return
Fund Performance
Personal Rate-of-Return Charts

Tax Codes

Tax Code 7702
Tax Code 101(j)
Tax Code 409A
IRC 101(a)(1)
IRC 72(e)5
IRC 264(a)(1)

Highly Compensated Employee (HCE)

An employee whose compensation will total or exceed $135,000 in 2022. For 2023, this threshold rises to $150,000.

PrevHardship Withdrawal

Internal Revenue Code (IRC)Next

409A Direct is built on the mapbenefits platform, a secure cloud-based enterprise platform, designed utilizing Salesforce’s force.com infrastructure, SQL Server, and .NET technology, and has obtained SSAE 18, SOC 1 Type II and SOC 2 Type II Compliance.

info@409ADirect.com
5690 W. Cypress Street, Suite C 
Tampa, FL 33607
813-776-6933

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409A Direct Process
Process Preparation
409A Direct Checklist
Pricing
Start Now!

Knowledge Center

News and Resources
Plan Sponsor FAQs
Glossary of Terms
Referral Program

News and Resources
Plan Sponsor FAQs
Glossary of Terms
Referral Program

Participant Resources

Using 409A Direct
Participant FAQs
Participant Planning Tools

Using 409A Direct
Participant FAQs
Participant Planning Tools

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