RSUs aren't elective deferred compensation. They're just income at the time of vest. ISOs are a little weirder. Nevertheless, neither is what I'm talking about.
Traditional 401(k)s are a type of qualified deferred compensation plan and are slightly closer to what I have in mind.
The type of plan I am referring to is a non-qualified deferred compensation plan. Unlike 401(k)s, they are not protected from the sponsoring organization (or the sponsoring organization's creditors) accessing the funds, for example, in bankruptcy. On the other hand, they can smooth out income taxes, and are not subject to the same contribution caps as 401(k) plans. Like in a 401(k), these non-qualified plans allow you to control how funds are invested while they are deferred. Unlike 401(k)s, you choose when they will pay distributions in advance.
Traditional 401(k)s are a type of qualified deferred compensation plan and are slightly closer to what I have in mind.
The type of plan I am referring to is a non-qualified deferred compensation plan. Unlike 401(k)s, they are not protected from the sponsoring organization (or the sponsoring organization's creditors) accessing the funds, for example, in bankruptcy. On the other hand, they can smooth out income taxes, and are not subject to the same contribution caps as 401(k) plans. Like in a 401(k), these non-qualified plans allow you to control how funds are invested while they are deferred. Unlike 401(k)s, you choose when they will pay distributions in advance.
Here's a little bit more about this kind of plan, from Fidelity: https://www.fidelity.com/viewpoints/retirement/nqdc
> Most companies provide NQDC plans as an executive retirement benefit, because 401(k) plans often are inadequate for high earners