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Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Legacy film centered on the founder’s story, created to celebrate decades of service and the mission that continues to shape Voices for Children.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Customer story highlighting how driver monitoring and fleet data help improve safety, performance, and real-world outcomes behind the wheel.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Branded entertainment piece following Rob, a quadriplegic outdoorsman, centered on resilience, independence, and the role the outdoors plays in shaping purpose and identity.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Fundraising film telling the story of a former Girl Scout whose experience helped shape her career and inspired her to give back as a troop leader and mentor.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Brand film telling the story of Pyka and its mission to build autonomous electric aircraft, focused on innovation, purpose, and the people shaping the future of flight.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Project story highlighting the people, planning, and craftsmanship behind a major hospital build, focused on improving care for patients and the broader community.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
A documentary following a family living within one of the most biologically diverse regions in the country, exploring their relationship to the land, wildlife, and conservation.
Production by Paradeigm and Cherimoya. Created in collaboration with the Field House team.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
A portrait of a mural artist and their creative process, exploring identity, expression, and the impact art can have on neighborhoods and people.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Brand film for Miller Milling, one of the largest flour millers in the U.S. showing the people, precision, and process behind the flour that keeps bakeries and food makers running nationwide.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Three student stories weaved together showing how scholarships can change what’s possible, created to support future scholarship funding at USD.
Production by Paradeigm Films. Created in collaboration with the Field House team.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Customer story about a nursing student working toward her future, and how affordable refurbished tech from Reebelo is helping her along the way.
Production by Paradeigm Films. Created in collaboration with the Field House team.
Instead of treating executive/employee compensation purely as W-2 wages (a taxable expense), a portion is structured as a loan from the employer to the employee.
The loaned amount is deposited into a specially designed permanent life insurance policy in the employee’s name.
Because the transaction is treated as a loan, not income, the employee pays significantly less in federal, state, and local income taxes.
The employer reduces payroll tax obligations and may also reduce or eliminate excise taxes on executive compensation.
The strategy requires a minimum five-year participation period, creating a “golden handcuff” that encourages employee loyalty.
Short film built around the voices of past CEOs, using real experiences to explain the value of Vistage and the impact of peer leadership and mentorship.
Production by Paradeigm Films. Created in collaboration with the Field House team.
Have a project in mind? Let’s talk.