Tag: Financial Planning

Guide to Selling a Business

The Importance of Planning for the Sale of a Business

Selling a business can be a life-changing event for many entrepreneurs. However, it is essential to understand that the sale of a company has significant tax implications that can affect the amount of money you walk away with. Planning can help you minimize your tax liability and maximize your profit.

Overview of what the article will cover

This article will provide a comprehensive guide to planning for the taxable sale of a business. We will start by discussing the tax implications of selling a business, including an overview of capital gains tax, the treatment of assets sold as part of the business, and other taxes to consider. We will then delve into different strategies for minimizing taxes on the sale, such as installment sales, private annuities, and tax-free reorganizations. We will also discuss different sales types, including asset and stock sales. Additionally, we will cover the steps to take before selling the business, including reviewing financial records, identifying potential tax strategies, and preparing for due diligence by potential buyers. Finally, we will touch on other important considerations, such as dealing with existing contracts and agreements, handling employee issues, valuing the business for tax purposes, and planning for life after the sale. By the end of this article, you should understand how to prepare for the taxable sale of your business and how to minimize your tax liability.

Understanding the tax implications of selling a business

Overview of capital gains tax

You will likely have to pay capital gains tax on your profit when you sell your business. Capital gains tax is a tax on the increase in value of a capital asset (such as a business) that you have held for a particular time. The tax rate for capital gains varies depending on how long you have kept the asset and your income level.

Treatment of assets sold as part of the business

In addition to the sale of the business itself, you will also need to consider the tax implications of selling any assets that are part of the business. You can sell assets as part of an asset sale or stock sale. If you sell assets as part of an asset sale, you will need to determine the tax basis of each asset and calculate the gain or loss on each asset sold. If you sell assets as part of a stock sale, the tax treatment can differ, as the buyer is purchasing ownership of the business.

Other taxes to consider

Other taxes to consider when selling a business include state and local, employment, and sales taxes. Depending on the state of the company’s location, State and local taxes can vary. Employment taxes may include Social Security and Medicare taxes, federal and state unemployment taxes, and workers’ compensation insurance. Sales taxes may apply to certain types of sales, such as the sale of tangible personal property or the provision of certain services. It is essential to consult with a tax professional to determine which taxes apply to your specific situation.

Understanding the tax implications of selling a business

Overview of capital gains tax

You will likely have to pay capital gains tax on your profit when you sell your business. Capital gains tax is a tax on the increase in value of a capital asset (such as a business) that you have held for a certain period of time. The tax rate for capital gains varies depending on the time you have held the asset and your income level.

Treatment of assets sold as part of the business

In addition to the sale of the business itself, you will also need to consider the tax implications of selling any assets that are part of the business. You can sell assets as part of an asset or stock sale. If you sell assets as part of an asset sale, you will need to determine the tax basis of each asset and calculate the gain or loss on each asset sold. If you sell assets as part of a stock sale, the tax treatment can differ, as the buyer is purchasing ownership of the business.

Other taxes to consider

Other taxes to consider when selling a business include state and local, employment, and sales taxes. The company’s State and local taxes are affected by where the company is located. Employment taxes may include Social Security and Medicare taxes, federal and state unemployment taxes, and workers’ compensation insurance. Sales taxes may apply to certain types of sales, such as the sale of tangible personal property or the provision of certain services. It is essential to consult with a tax professional to determine which taxes apply to your specific situation.

Sale of a Business

Asset Sales

Tax Implications of Asset Sales

In an asset sale, the buyer purchases individual assets of the business, such as equipment, inventory, and real estate. The seller must determine the tax basis of each support and calculate the gain or loss on each asset sold. The tax rate for each asset can vary depending on the type of asset and how long it has been held. For example, the tax rate for long-term capital gains on assets held for more than a year is generally lower than that for short-term capital gains on assets held for less than a year.

Structuring the Sale as an Asset Sale

To structure the sale as an asset sale, the seller must negotiate with the buyer to determine which assets to sell. The seller may also want to consider how the sale of individual assets will affect the overall sale price of the business.

Stock Sales

Tax Implications of Stock Sales

In a stock sale, the buyer purchases ownership of the business. The seller does not need to determine the tax basis of individual assets, as the buyer is essentially taking over the company as it is. However, the tax treatment can differ for stock sales, as the buyer is purchasing ownership of the business.

Structuring the Sale as a Stock Sale

If the seller wants to structure the sale as a stock sale, they will need to negotiate with the buyer to determine the purchase price for the business as a whole. The seller may also want to consider any liabilities associated with the company that may transfer to the buyer in a stock sale. Stock sales are likely more tax favorable for the seller because lower capital gains may rates apply instead of ordinary income tax rates.

Steps to take before selling the business

Reviewing financial records and tax history

Before selling your business, reviewing your financial records and tax history is essential. The review will help you understand the current financial position of your business and identify any potential issues that may arise during the sale process. For several years, you should review your income statements, balance sheets, cash flow statements, and tax returns. It is also helpful to work with an accountant or financial advisor to ensure that your financial records are in order and accurate.

Identifying potential tax strategies

In addition to reviewing your financial records, you should identify potential tax strategies that may help you minimize your tax liability on the sale. Strategizing ideas include installment sales, private annuities, and tax-free reorganizations. Working with a tax professional can help you identify the most beneficial strategies for your situation.

Preparing for due diligence by potential buyers

When selling your business, potential buyers will want to conduct due diligence to evaluate your business’s financial and operational health. Due diligence may include reviewing your financial records, contracts, and other essential documents. To prepare for due diligence, you should ensure that your financial records are up-to-date and accurate. It helps if you are prepared to answer potential buyers’ questions about your business. Working with a business broker or attorney who can help you prepare for the due diligence process may be helpful.

Other considerations for the sale of a business

Dealing with existing contracts and agreements

When selling your business, it is crucial to consider any existing contracts or agreements that may impact the sale. You may consider including contracts with customers, suppliers, or employees. You should review these contracts carefully and ensure you comply with all the terms and conditions. You may need to renegotiate or terminate these contracts before the sale.

Handling employee issues

Selling your business can be a stressful time for your employees. It is essential to communicate with your employees throughout the sale process and ensure that they understand what is happening. It would help if you also considered any employee benefits, such as retirement plans or stock options, that the sale might impact. It may be helpful to work with an attorney or HR professional to ensure that you comply with all applicable employment laws.

Valuing the business for tax purposes

When selling your business, you must value the company for tax purposes. Cost basis analysis helps you determine the tax basis of the business and calculate the gain or loss on the sale. Several methods for valuing a business include income, market, and asset-based approaches. It may be helpful to work with a business appraiser or valuation expert to determine the value of your business.

Planning for life after the sale

Finally, it is crucial to plan for life after the sale. 

Planning may include:

  • Determining how you will invest the proceeds from the sale.
  • Developing a new business plan.
  • Deciding what you will do next.

It is also essential to consider any tax implications of the sale and how they may impact your future financial planning. Working with a financial advisor can help you develop a plan for your future after the sale of your business.

Conclusion

Recap of key points

Planning for a business’s taxable sale is essential to minimize tax liability and maximize profit. You must understand the tax implications of selling a business, including capital gains tax and other taxes. It is best to consider different strategies for minimizing taxes, such as installment sales, private annuities, and tax-free reorganizations. Before selling your business, you should review your financial records, identify potential tax strategies, and prepare for due diligence by potential buyers. 

Other important considerations include the following:

  • Dealing with existing contracts and agreements.
  • Handling employee issues.
  • Valuing the business for tax purposes.
  • Planning for life after the sale.

Importance of consulting with a tax professional

Selling a business can be a complex process, and working with a team including a financial planner, tax professional, and attorney can help you navigate the tax implications of the sale is vital. A tax professional can help you identify potential tax strategies and ensure that you comply with all applicable tax laws.

Encouragement to start planning early

Planning for a business’s sale should start early to give you time to identify potential tax strategies and address any issues that may arise. Starting early and working with a financial planner, tax professional, and attorney can ensure you are well-prepared for sale and minimize your tax liability.

About Mark Matos

Retaining Talent with Life Insurance

Compensation plans are an essential component of an employee’s overall compensation package. The proper design provides additional benefits and incentives beyond the employee’s salary or wages. These plans can take many forms, including retirement, health, and life insurance.

Life insurance is an essential component of compensation plans. It provides financial protection for the employee’s family in the event of their death and can be a valuable tool for estate planning and retirement savings. In this blog post, we will explore the different types of compensation plans, including life insurance, Section 79 plans, Section 162 bonus plans, split-dollar plans, and reverse split-dollar plans.

Understanding the different types of compensation plans and how they include life insurance can help employers provide valuable employee benefits while improving employee retention and morale. Additionally, life insurance can be helpful for employees to provide financial protection for their families and plan for their future.

Section 79 Plans

Section 79 plans, or group term life insurance plans, are a type of compensation plan allowing employers to provide life insurance benefits to their employees. Section 79 of the Internal Revenue Code sets out the rules and requirements for these plans.

Under a Section 79 plan, the employer purchases a group term life insurance policy for their employees. The policy provides a death benefit to the employee’s beneficiaries if the employee dies while covered under the policy. The employer pays the premiums for the policy and can deduct these premiums as a business expense.

Section 79 plans offer several benefits to both employers and employees. Employers provide a way to offer life insurance benefits to employees at a lower cost than individual policies. The additional workplace benefit may improve employee retention and morale. Additionally, the premiums paid by the employer are tax-deductible, providing financial incentives to the company.

Section 79 plans provide valuable life insurance coverage for employees at little or no cost. The premiums paid by the employer are not considered taxable income to the employee up to a certain amount. So the employee can receive life insurance coverage without incurring additional tax liability.

Life insurance fits into Section 79 plans by providing the death benefit to the employee’s beneficiaries. The policy terms determine the death benefit amount and can be a multiple of the employee’s salary or a flat amount. In the event of the employee’s death, the employee’s beneficiaries receive the death benefit tax-free.

Overall, Section 79 plans are a valuable tool for employers to provide life insurance benefits to their employees. Employers can improve employee retention and morale by including life insurance in their compensation plans while providing financial protection for their employees and their families.

Section 162 Bonus Plans

Section 162 bonus plans are executive compensation plans allowing employers to provide tax-deductible bonuses to select employees. Section 162 of the Internal Revenue Code governs these plans and is typically used to provide additional benefits to key employees, such as executives or highly skilled workers.

Under a Section 162 bonus plan, the employer sets aside a pool of money to provide bonuses to selected employees. The bonuses are paid out as part of the employee’s compensation package and are tax-deductible for the employer. The employee pays the tax on the bonus as regular income.

Section 162 bonus plans offer several benefits to both employers and employees. Employers provide a way to offer additional compensation to key employees without incurring additional tax liability. Additionally, the Section 162 bonus plan helps incentivize and retain key employees.

For employees, Section 162 bonus plans provide an additional form of compensation not subject to the same restrictions as traditional retirement plans. Additionally, they can offer a tax-efficient way to save for retirement or other long-term financial goals.

Coordination with the corporation’s group term life insurance plan is essential for Section 162 bonus plans. 

The employer can use a Section 79 carve-out plan to enhance the benefits of these plans. This plan allows the employer to offer additional life insurance coverage to select employees beyond the coverage provided under the Section 79 plan. The premiums paid by the employer for this coverage are tax-deductible, and the benefits are tax-free to the employee’s beneficiaries.

Overall, a Section 79 carve-out plan with a Section 162 bonus plan can provide powerful benefits for key employees. Employers can incentivize and retain key employees by providing life insurance coverage and additional compensation while providing valuable financial protection for their families. Employers should work with their insurance provider and tax advisor to determine the best approach for their company and employees.

Split-Dollar Plans

Split-dollar plans are a type of compensation plan allowing employers to provide their employees with life insurance benefits. This type of plan splits the cost of a life insurance policy between the employer and the employee.

Under a split-dollar plan, the employer and employee enter into an agreement outlining the plan’s terms. The employer typically pays most of the premiums for the life insurance policy while the employee pays the remaining portion. The employer owns the policy, but the employee is named the beneficiary.

Split-dollar plans offer several benefits to both employers and employees. Employers provide a way to offer life insurance benefits to employees at a lower cost than individual policies. Additionally, the premiums paid by the employer are tax-deductible, providing a financial benefit to the company.

For employees, split-dollar plans provide valuable life insurance coverage at a reduced cost. The employee pays a portion of the premium, often less expensive than purchasing an individual policy. Additionally, the policy can be used as a tool for estate planning or as a source of retirement income.

Life insurance fits into split-dollar plans by providing the death benefit to the employee’s beneficiaries. The death benefit amount determines the terms of the policy and can be a multiple of the employee’s salary or a flat amount. In the event of the employee’s death, the death benefit pays the employee’s beneficiaries tax-free.

Overall, split-dollar plans are a valuable tool for employers to provide life insurance benefits to their employees. By sharing the cost of the policy with the employee, employers can provide an added benefit to their employees while reducing their costs. Additionally, the policy can be used as a tool for estate planning or as a source of retirement income.

Reverse Split-Dollar Plans

Reverse split-dollar plans are a type of compensation plan allowing employers to provide their employee’s life insurance benefits. This plan offers a tax-efficient way for employees to purchase life insurance.

Under a reverse split-dollar plan, the employee purchases a life insurance policy and assigns the policy to the employer as collateral for a loan. The employer then makes premium payments to the insurance company to keep the policy in force. When the employee dies, the death benefit pays to the employee’s beneficiaries and reimburses the employer for the premium payments made on the policy.

Reverse split-dollar plans offer several benefits to both employers and employees. Employers provide a way to offer life insurance benefits to employees without incurring additional tax liability. Additionally, the premiums paid by the employer are tax-deductible, providing a financial benefit to the company.

For employees, reverse split-dollar plans provide a tax-efficient way to purchase life insurance. The employee owns the policy and can name their beneficiaries. Additionally, the policy can be used as a tool for estate planning or as a source of retirement income.

Life insurance fits into reverse split-dollar plans by providing the death benefit to the employee’s beneficiaries. The policy terms determine the death benefit amount and can be a multiple of the employee’s salary or a flat amount. In the event of the employee’s death, the death benefit pays the employee’s beneficiaries tax-free.

Overall, reverse split-dollar plans are a valuable tool for employers to provide life insurance benefits to their employees. Employers can use a tax-efficient structure to provide their employees with an added advantage while reducing costs. Additionally, the policy can be used as a tool for estate planning or as a source of retirement income.

Comparison of Plans

When considering which type of compensation plan to offer, it is crucial to understand the pros and cons of each type of plan. Here, we will compare the benefits and drawbacks of Section 79 plans, Section 162 bonus plans, split-dollar plans, and reverse split-dollar plans.

Section 79 plans:

Pros:

  • Provide life insurance benefits to employees at a lower cost than individual policies
  • Premiums paid by the employer are tax-deductible
  • Can provide tax-efficient benefits to employees

Cons:

  • Limited to providing life insurance benefits only
  • Coverage may be limited and not sufficient for all employees
  • It may not be suitable for all types of employees or companies

Section 162 bonus plans:

Pros:

  • Provide additional compensation to key employees without incurring an additional tax liability
  • It can be used as a tool to incentivize and retain key employees
  • Provide flexibility in the type of benefits offered

Cons:

  • Limited to providing bonuses only
  • It may not be suitable for all types of employees or companies
  • It can be complicated to set up and administer

Split-dollar plans:

Pros:

  • Provide life insurance benefits to employees at a reduced cost
  • Provide a way for employers to offer life insurance benefits without incurring an additional tax liability
  • It can be used as a tool for estate planning or as a source of retirement income

Cons:

  • Premium payments may be subject to gift tax
  • It may be complicated to set up and administer
  • It can be limited in terms of coverage and may not be sufficient for all employees

Reverse split-dollar plans:

Pros:

  • Provide a tax-efficient way for employees to purchase life insurance
  • Provide a way for employers to offer life insurance benefits without incurring an additional tax liability
  • It can be used as a tool for estate planning or as a source of retirement income

Cons:

  • Premium payments may be subject to gift tax
  • It may be complicated to set up and administer
  • It can be limited in terms of coverage and may not be sufficient for all employees

Conclusion

In conclusion, life insurance is a critical component of compensation plans. It provides financial protection for the employee’s family in the event of their death and can be a valuable tool for estate planning and retirement savings. In this blog post, we have explored the different types of compensation plans, including life insurance, Section 79 plans, Section 162 bonus plans, split-dollar plans, and reverse split-dollar plans.

Considerations for choosing a plan: When choosing a compensation plan, it is essential to consider the employer’s and employees’ needs. 

Factors to consider may include:

  • The type of benefits offered.
  • The cost of the plan.
  • The tax implications for both the employer and employees.
  • The plan design must meet the specific company’s and its employees’ needs.

How life insurance can enhance each type of plan: It can improve every kind of compensation plan by providing financial protection for employees and their families. By including life insurance in compensation plans, employers can benefit their employees and improve employee retention and morale. Additionally, life insurance can be used as a tool for estate planning or as a source of retirement income.

For those considering implementing life insurance into their compensation plans, it is essential to coordinate with the corporation’s group term life insurance plan and provide additional benefits to the employee while also reducing costs for the employer.

In summary, including life insurance in compensation plans can provide financial security for employees and their families while improving employee retention and morale. Employers should carefully consider the type of plan best suited for their company and employees and work with their insurance provider to coordinate with existing group term life insurance plans.

About Mark Matos

Lifelong Learning Financial Planning

As an experienced financial advisor, I understand the importance of continuing education and professional development. In fact, I have already obtained three significant credentials: CERTIFIED FINANCIAL PLANNER™ (CFP®), Chartered Life Underwriter® (CLU®), and Chartered Financial Consultant® (ChFC®). These designations have provided me with a broad knowledge base and a set of skills that have enabled me to serve my clients with expertise and care. I’m a believer in Lifelong learning in financial planning.

Despite having achieved these credentials, I recognize the importance of remaining committed to lifelong learning. This is why I have recently completed all the coursework and final exams in my graduate-level courses for the Chartered Advisor in Philanthropy® (CAP®) designation, and I am expecting to be awarded the credential on May 1st, 2023. The CAP® curriculum covers a wide range of topics, including charitable giving strategies, tax law, and the ethical considerations involved in philanthropic planning. I believe that this knowledge will allow me to better serve clients who are looking to make a difference in the world through charitable giving.

In addition to pursuing the CAP® designation, I am also continuing to work towards three other credentials: Accredited Estate Planner® (AEP®), Retirement Income Certified Professional® (RICP®), and Chartered Special Needs Consultant® (ChSNC®). These designations will provide me with additional expertise in key areas of financial planning, including estate planning, retirement income planning, and planning for those with disabilities. By obtaining these designations, I will be better equipped to help my clients achieve their financial goals and secure their financial futures.

I am committed to ongoing education and professional development because I believe that it is essential to provide the highest level of service to my clients. The financial world is constantly changing, and it is crucial to stay up-to-date on the latest trends, regulations, and strategies. By continuing to learn and grow as a financial advisor, I am better able to provide my clients with the knowledge, tools, and guidance they need to make informed financial decisions and achieve their goals.

As an experienced financial advisor who has already obtained the CFP®, CLU®, and ChFC® credentials, I remain committed to lifelong learning. I am proud to have completed all the coursework and final exams for the Chartered Advisor in Philanthropy® designation and to be working towards the AEP®, RICP®, and ChSNC® designations. These credentials will provide me with additional knowledge and skills that will allow me to better serve my clients and help them achieve their financial goals.

About Mark Matos

Chartered Special Needs Consultant

What is a Chartered Special Needs Consultant® (ChSNC®)?

A Chartered Special Needs Consultant (ChSNC®) is a specialist with particular knowledge and skills in financial planning for people with disabilities and their families. The American College of Financial Services, a non-profit educational organization focused on delivering financial education and training for professionals, offers this credential.

Candidates must finish a rigorous course of study that includes a variety of issues relating to financial planning for persons with disabilities, such as special needs trusts, government assistance, estate planning, and tax planning, in order to become chartered special needs consultants. Candidates must not only complete the needed coursework but also pass a comprehensive examination to demonstrate their understanding of the content.

A Chartered Special Needs Consultant’s primary function is to assist families in planning for the long-term financial stability of loved ones with disabilities. Setting up a special needs trust, which is a legal framework that permits monies to be maintained on behalf of a disabled person without endangering their eligibility for government benefits, is one option. A specialized consultant can also assist families in navigating the complicated laws and regulations that govern government programs like Medicaid and Social Security Disability Insurance. (SSDI).

Another important role of a Chartered Special Needs Consultant® is to help families plan for the future care and support of their loved ones with disabilities. This can involve developing a comprehensive care plan that takes into account the individual’s unique needs and preferences, as well as identifying potential sources of support such as community resources, government programs, and private insurance.

A ChSNC® may collaborate with other professionals such as attorneys, accountants, and financial planners in addition to working with families to ensure that all parts of a client’s financial plan are coordinated and aligned with their overall goals and objectives.

A Chartered Special Needs Consultant® is a valuable resource for families and individuals with disabilities who need specialized financial planning advice and support. By working with a qualified professional, families can gain confidence knowing that they have a comprehensive plan in place to ensure the long-term financial independence and well-being of their loved ones with disabilities.

As a client with disabilities, there are unique financial planning considerations that need to be addressed by a competent professional. Financial planning for individuals with disabilities requires a thorough understanding of the various benefits, programs, and resources available to them. Financial planning should also address the unique circumstances and challenges that are often associated with disabilities, such as medical expenses, education costs, and long-term care.

Supplemental Security Income (SSI) is a federal program that provides financial assistance to individuals who have limited income and resources. SSI benefits can be used to cover the costs of food, clothing, and shelter. Medicaid is a state-run program that provides healthcare coverage to individuals with low income and limited resources. Social Security Disability Insurance (SSDI) provides financial assistance to individuals who are unable to work due to a disability.

One of the key considerations in financial planning for disabled clients is the cost of medical care. Individuals with disabilities often require specialized medical care and treatment, which can be expensive. Medical expenses can include doctor visits, hospital stays, surgeries, and medication. Clients with disabilities should work with a financial planner to develop a plan for paying for these expenses. This may include setting up a special needs trust or utilizing government benefits to cover the costs of medical care.

Another important consideration in financial planning for disabled clients is education. Many individuals with disabilities require specialized education programs and resources. These may include special education programs, private schools, or therapy sessions. Disabiled clients should work with a financial planner to develop a plan for paying for these education expenses. This may include setting up a 529 plan or utilizing government benefits to cover the costs of education.

Long-term care is also an important consideration in financial planning for clients with disabilities. Many individuals with disabilities require long-term care, either in a residential facility or in the home. Clients who have disabilities should work with a financial planner to develop a plan for paying for long-term care expenses. This may include setting up a special needs trust or utilizing government benefits to cover the costs of long-term care.

Finally, it is important for clients with disabilities to have a comprehensive estate plan in place. This includes a will, a trust, and a power of attorney. A will ensures that the client’s assets are distributed according to their wishes after their death. A trust can be used to manage assets and provide for the needs of the individual with disabilities after the client’s death. A power of attorney allows the client to appoint someone to make financial and healthcare decisions on their behalf if they are unable to do so.

Financial planning for clients with disabilities requires a thorough understanding of the various benefits, programs, and resources available to them. It also requires a deep understanding of the unique circumstances and challenges that are often associated with lifelong disabilities. Clients who have disabilities should work with a financial planner who has experience working with individuals who have disabilities. The financial planner can help the client navigate the various benefits and programs available to them, develop a long-term financial plan that takes into account the unique needs and circumstances of the individual, and help the client set up a comprehensive estate

Financial Planning Designations

Why I Chose to Earn Multiple Financial Planning Designations

As a seasoned financial advisor with over 15 years of experience, I have always strived to provide the best possible advice and services to my clients. However, I recognized that in order to continue to grow professionally and provide the highest level of service, I needed to enhance my knowledge and expertise in specific areas. That’s why I chose to earn multiple professional certifications, including the Certified Financial Planner (CFP®), Chartered Life Underwriter (CLU®), Chartered Financial Consultant (ChFC®), and Chartered Advisor in Philanthropy (CAP®). In this article, I will discuss why I chose to pursue these certifications and how they have helped me better serve my clients.

CFP® (Certified Financial Planner)

The CERTIFIED FINANCIAL PLANNER™ accreditation is widely considered as the gold standard in financial planning. The certification requires rigorous education and examination on a wide variety of financial planning issues, including retirement planning, estate planning, investments, insurance, and taxes. By receiving the CFP® certification, I proved my expertise in all elements of financial planning, allowing me to deliver more complete counsel to my customers.

CLU® (Chartered Life Underwriter)

The CLU® accreditation is primarily concerned with life insurance and estate planning. The CLU® program includes topics such as life insurance, annuities, business planning, and estate planning. By getting the CLU®, I was able to give more specific counsel to my customers by deepening my expertise of these crucial areas.

Chartered Financial Consultant (ChFC®)

The ChFC® credential, like the CFP®, covers a wide variety of financial planning subjects. The ChFC®, on the other hand, focuses more on practical applications of financial planning ideas. Coursework for the ChFC® includes courses on retirement planning, estate planning, investments, insurance, and taxes, as well as financial planning for small companies and special needs planning. I was able to apply financial planning ideas to real-world scenarios and deliver more realistic counsel to my clients after getting the ChFC®.

Chartered Advisor in Philanthropy (CAP®)

The CAP® credential is geared toward philanthropic planning, such as charity giving and estate preparation. The CAP® coursework covers philanthropic topics including charitable giving vehicles, estate planning for charitable giving, and the tax benefits of charitable giving.

Final Thoughts

Obtaining several professional credentials has helped me to expand my knowledge and competence in certain areas of financial planning. By earning the CFP®, CLU®, ChFC® qualifications,I’ve been able to give more comprehensive and specialized knowledge, helping people in meeting their financial objectives to plan for a more sound future.

I completed the coursework and final exams for the Chartered Advisor in Philanthropy® CAP® designation and expect to receive the credential on May 1st, 2023.