Quint Capital Corporation

Corporate Benefit Plans

The most important resource of any company is its people.  The ability to attract and retain high-quality professionals can make all the difference in terms of a company’s position in the marketplace, as well as its very survival.  A menu of relevant employee benefit and investment plans, striking a fair balance between desires of the employees, management, and ownership is therefore critical to a company’s overall success.  We will work diligently with your Company to provide appropriate and state-of-the-art programs in the following areas:

Benefit Plans


  • Defined Contribution (401-k, 403-b), Defined Benefit
  • Non-qualified retirement plans
  • Executive Financial Planning


  • Group Life
  • Short Term, Long Term Disability
  • Accidental Death & Dismemberment
  • Dental
  • Vision
  • Flexible Spending Account


  • Post Retirement Medical
  • Key Man Insurance
  • Section 529 Plans

Employee Stock Plan Administration Services

Raymond James Financial (NYSE RJF), our custody and clearing firm, is well established in providing publicly traded Fortune 500 companies with a complete menu of the following services:

  • Incentive and non-qualified stock options
  • Restricted Stock
  • Stock Appreciation Rights
  • Performance Share Units
  • Performance Vesting
  • 423 and Non-Qualified Employee Stock Purchase Plans

Deferred Compensation

A Deferred Compensation Plan is a Retirement Plan that supplements your 401(k) Plan and is directed primarily towards the senior members of your company that are more highly compensated (generally earning in excess of $100,000 annually):

  1. Contributions can be made by the company, the participant or both, depending on how the Plan is structured.
  2. Contributions are tax-deferred and invested in a series of high-quality mutual funds selected by the participant from a comprehensive fund menu.
  3. Unlike a 401(k):
    • There is no annual contribution limit, i.e., the maximum annual 401(k) contribution is $19,000 (2019).  Therefore, a significant asset can accumulate in a Deferred Compensation Plan on behalf of the participant in a much shorter period of time than a traditional 401(k) Plan.
    • A Deferred Compensation Plan is generally offered to selected employees only vs. a 401(k) Plan that must be offered to all employees.
    • The Plan may be subject to a vesting schedule that promotes employment longevity.

Please note:  Clients should consult with their attorney and tax advisor in connection with the above-referenced programs.