Do you work at Verizon? Get the resources you need and expert insights from financial advisors who specialize in helping Verizon employees make the most of their compensation package and benefits.

Whether you’re a new Verizon employee or you’ve moved up the ranks into a management or executive leadership role over a multi-year career, it’s important to make smart money moves with your income and employee benefits. For example:

✅ Do you know the right moves to make to get the greatest value from the Verizon benefits available to you?

✅If you’re thinking about leaving Verizon for another job or planning to retire from the company in a few years, are you taking the right steps today to ensure you will receive all of the compensation and benefits that you’ve earned?

Get the Most Value from Your Verizon Benefits and Compensation Package

Throughout the year, Verizon provides its employees and executives with updates about their benefits ranging from health insurance and health savings plans to retirement plans like a 401(k), deferred compensation plans, and stock options. While the company offers many useful resources and access to knowledgeable staff who can assist with questions, you’ll also find financial professionals not affiliated with Verizon who specialize in helping Verizon employees make the most of their income and benefits.

Whether you work in the Verizon headquarters in New York, New York, another office location around the country, or remotely from home, you may have questions about your compensation package and benefits better suited for a financial professional who can offer unbiased advice and guidance.

For example, sensitive topics like discussing the steps you should take before quitting your job at Verizon to work elsewhere, protecting yourself in advance of a corporate layoff, or deciding when you should plan to retire are all conversations that may be more comfortable with a trusted financial advisor.

💡 In the Q&A below, you’ll gain insights from financial advisors who work with Verizon employees to help them make smart decisions to get the most value from their compensation and benefits, reduce their money stress, and prepare for a comfortable retirement.

🙋‍♀️ Do you have questions not yet answered? Use the form below to submit questions anonymously and watch this article for updates with answers to your questions. You can also reach out to the financial advisors below to set up an introductory call or contact them with your questions by email.

💸 Smart Money Insights for Verizon Employees & Executives

This page is organized into sections to help you quickly find the information you need and get answers to your questions:

1. Q&A: Financial Planning Tips for Verizon Employees & Executives
2. Get Answers to Your Questions About Your Verizon Benefits and Career
3. Browse Related Articles

Q&A: Financial Planning Tips for Verizon Employees & Executives

Answers to Employee Questions with Brett Hina, CRPS®, CIMA®, CPWA®

Brett Hina is a financial advisor based in Northfield, New Jersey who specializes in offering financial planning services to Verizon employees. Brett helps his clients get the most value from their Verizon benefits and compensation package so they can enjoy life and feel confident about their financial future.

Q: As a financial advisor with experience helping Verizon employees save for their retirement, how do you help them make the most of their employee benefits?

Brett: Many Verizon employees do an excellent job contributing to their retirement plans, but often the greatest value comes from understanding how all of the benefits work together within a broader financial plan. We help clients evaluate how much they should contribute to their 401(k), whether Roth contributions make sense, how to manage company stock exposure, and how to coordinate retirement savings with taxable investment accounts, pensions, Social Security, and healthcare planning. One area we frequently focus on is helping employees avoid becoming overly concentrated in Verizon stock or company-related investments. Many employees build substantial wealth during their careers, but diversification and risk management become increasingly important as retirement approaches. Our goal is to help Verizon employees turn strong employee benefits into a coordinated long-term strategy that supports both financial security and overall well-being.

Q: When you first speak with a Verizon employee, what questions do you like to ask to better understand their unique circumstances and determine how you can best help them achieve their goals?

Brett: The first conversation is usually less about investments and more about understanding the person behind the financial picture. I like to ask questions such as:

• What are your biggest financial concerns right now?
• What does an ideal retirement look like to you?
• Are you confident you are maximizing your company benefits?
• How do you feel about your current level of financial organization and planning?
• What major life transitions do you anticipate over the next five to ten years?

We also discuss family dynamics, work-life balance, health considerations, and personal goals outside of money. Financial planning is ultimately about helping people use their resources to build the kind of life they want to live.

Q: Is there a particular benefit available to Verizon employees you feel isn’t as well utilized or understood by employees as it should be?

Brett: Health Savings Accounts (HSAs) are often underappreciated. Many employees view them simply as a short-term healthcare spending account, but HSAs can be one of the most tax-efficient planning tools available. When used strategically, HSAs offer triple tax advantages: tax-deductible contributions, tax-deferred growth, and tax-free withdrawals for qualified healthcare expenses. Over time, they can become a valuable supplemental retirement asset, particularly as healthcare costs rise later in life. We also find that some employees underestimate the importance of reviewing beneficiary designations, insurance elections, and overall retirement income planning well before retirement approaches.

Q: Beyond Verizon employee benefits for retirement savings, are there other types of benefits offered by the company that you find valuable to discuss with your clients?

Brett: Absolutely. In many cases, the most overlooked planning opportunities are outside of the retirement plan itself. We frequently discuss employee stock purchase plans, executive compensation packages, health savings accounts, insurance benefits, college planning, and long-term care considerations. For employees with families, we also discuss education funding strategies and balancing competing financial priorities such as saving for retirement while helping children with college expenses. Financial planning today extends far beyond investment management. It involves coordinating tax planning, estate planning, insurance, healthcare, and long-term lifestyle goals into one cohesive strategy.

Q: For Verizon employees thinking about leaving the company to accept a job elsewhere, what actions do you recommend they take before resigning and shortly thereafter?

Brett: Before leaving Verizon, employees should carefully review all retirement plans, stock options, deferred compensation arrangements, healthcare coverage, unused benefits, and insurance elections. It is important to understand what benefits may continue, what deadlines apply, and whether there are opportunities that could be lost by leaving too quickly. We also encourage employees to avoid making rushed decisions regarding old retirement accounts. In many cases, rolling over a 401(k) into an IRA may provide additional flexibility and planning opportunities, but each situation is unique. Most importantly, career transitions are a good time to revisit broader financial goals and ensure that the next step aligns not only with compensation, but also with long-term lifestyle and family priorities.

Q: For Verizon employees approaching retirement age, how do you recommend they prepare to make the transition from living off their salary to relying upon other sources of income?

Brett: The transition into retirement is one of the biggest financial and emotional shifts people experience. For many Verizon employees, the challenge is not simply accumulating assets, but creating a sustainable income strategy. We help clients identify where retirement income will come from, including retirement accounts, pensions, Social Security, taxable investments, and cash reserves. We also stress-test retirement plans under different market and economic conditions to help clients feel more confident about the future. Beyond the numbers, we encourage clients to think carefully about how they want to spend their time, maintain social connections, stay healthy, and continue finding purpose after leaving the workforce. The most successful retirements typically combine strong financial preparation with intentional planning around wellness and lifestyle.

Q: For Verizon employees who have managed their finances on their own to this point, what would you suggest they consider to help them decide if they should begin working with a financial advisor at this stage in their lives?

Brett: Many successful professionals do an excellent job managing their finances independently, especially during the accumulation phase of their careers. However, as life becomes more financially complex, there can be significant value in having an experienced advisor serve as both a strategist and a sounding board. Areas such as retirement income planning, tax strategy, healthcare planning, estate planning, and risk management often become more important later in life. I usually encourage people to ask themselves whether they feel fully organized, whether they have a clear long-term plan, and whether they are confident they are making the most informed decisions possible. A good advisor should provide far more than investment management. They should help reduce stress, improve decision-making, and provide perspective during both strong markets and difficult periods.

Q: What are some of the unique financial planning challenges you commonly see among your clients who are Verizon employees and how do you help them overcome these obstacles?

Brett: One common challenge we see is concentrated risk. Employees may have compensation, retirement savings, and stock exposure tied to the same company, which can create vulnerability if not managed carefully. We also frequently help clients navigate retirement timing decisions, pension elections, healthcare planning before Medicare eligibility, and Social Security optimization strategies. Another challenge is that many successful professionals become so busy during their careers that financial planning becomes reactive instead of proactive. We help simplify financial decisions and create a more structured long-term strategy. Our focus is not only on helping clients grow wealth, but also on helping them feel more organized, confident, and prepared for future transitions.

Q: What questions do you recommend Verizon employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?

Brett: I would encourage employees to ask:

• Are you acting as a fiduciary?
• Do you have experience working with Verizon employees or corporate professionals?
• How are you compensated?
• What services beyond investment management do you provide?
• How do you approach tax planning and retirement income planning?
• What is your communication style and planning process?

It is also important to evaluate whether the advisor listens carefully and explains complex concepts clearly. The relationship should feel collaborative and personalized rather than transactional. Ultimately, clients should look for someone they trust and feel comfortable working with during both good times and periods of uncertainty.

Q: Is there anything that comes up frequently in your initial meeting with Verizon employees that surprises you?

Brett: One thing that frequently surprises me is how many highly successful professionals feel uncertain about whether they are truly “on track” financially, despite years of disciplined saving. Many employees have accumulated substantial retirement assets, but still lack a coordinated financial plan that ties everything together. Others may not realize how much risk they are taking through concentrated stock exposure or outdated estate planning documents. It is also common for people to underestimate the emotional side of retirement. Financial independence is important, but retirement planning also involves identity, lifestyle, relationships, and purpose.

Q: For highly compensated Verizon employees and executives, are there any special benefits you believe it’s important to take into consideration when preparing their financial plan?

Brett: Yes. Highly compensated Verizon employees and executives often have access to additional planning opportunities and complexities that require advanced coordination. Deferred compensation plans, executive compensation packages, restricted stock, concentrated equity positions, and tax management strategies can all play an important role in long-term financial outcomes. For these clients, tax planning becomes especially critical. We frequently discuss Roth conversion strategies, charitable giving strategies, tax-efficient investing, and estate planning considerations. We also encourage executives to think carefully about long-term wellness and work-life balance. Many high achievers spend decades focused on career growth and wealth accumulation, but eventually reach a stage where the conversation shifts toward flexibility, family, and quality of life.

Q: Is there a particularly memorable experience or a moment you recall with a client who worked at Verizon when you realized they have unique opportunities and circumstances when it comes to their financial planning needs?

Brett: I recall working with a Verizon employee who had done an exceptional job saving throughout a long career. On paper, they appeared financially prepared for retirement, but they were still anxious about whether they could comfortably step away from work. After reviewing their retirement accounts, pension options, Social Security timing, healthcare planning, and investment strategy, it became clear they were actually in a much stronger position than they realized. What stood out to me was how important confidence and clarity can be in the planning process. Sometimes the biggest value we provide is helping clients organize complex decisions and feel more comfortable moving into the next chapter of life.

Q: What advice would you give younger Verizon employees who are early in their careers?

Brett: Start saving early, even if the amounts initially seem small. Time and consistency are incredibly powerful when it comes to long-term wealth building. I also encourage younger employees to focus on financial habits rather than trying to perfectly predict markets. Building an emergency reserve, avoiding excessive debt, maximizing retirement plan matches, and steadily increasing savings rates over time can have a tremendous long-term impact. Finally, remember that financial success should support overall life satisfaction. Career advancement and income are important, but maintaining health, relationships, and personal balance matter as well.

Get to Know Brett Hina, CRPS®, CIMA®, CPWA, Financial Advisor for Verizon Employees:

Cornerstone Private Wealth Brett Hina, CRPS®, CIMA®, CPWA®

Northfield, New Jersey

Serving Clients Nationwide

Helping Individuals, Families and Business Owners Build and Protect Their Legacy

Areas of Focus

Business Owners Education Funding Employee Benefits Estate Planning Financial Life Planning

View Brett’s profile page on Wealthtender or visit his website to learn more.

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Do you work at Boston Scientific? Get the resources you need and expert insights from financial professionals who specialize in helping Boston Scientific employees make the most of their compensation package and benefits.

Whether you’re a new Boston Scientific employee or you’ve moved up the ranks into a management or executive leadership role over a multi-year career, it’s important to make smart money moves with your income and employee benefits. For example:

✅ Do you know the right moves to make to get the greatest value from the Boston Scientific benefits available to you?

✅If you’re thinking about leaving Boston Scientific for another job or planning to retire from the company in a few years, are you taking the right steps today to ensure you will receive all of the compensation and benefits that you’ve earned?

Get the Most Value from Your Boston Scientific Benefits and Compensation Package

Throughout the year, Boston Scientific provides its employees and executives with updates about their benefits ranging from health insurance and health savings plans to retirement plans like a 401(k), deferred compensation plans, and stock options. While the company offers many useful resources and access to knowledgeable staff who can assist with questions, you’ll also find financial professionals not affiliated with Boston Scientific who specialize in helping Boston Scientific employees make the most of their income and benefits.

Whether you work in the Boston Scientific headquarters in Marlborough, Massachusetts, another office location around the country, or remotely from home, you may have questions about your compensation package and benefits better suited for a financial professional who can offer unbiased advice and guidance.

For example, sensitive topics like discussing the steps you should take before quitting your job at Boston Scientific to work elsewhere, protecting yourself in advance of a corporate layoff, or deciding when you should plan to retire are all conversations that may be more comfortable with a trusted financial advisor.

💡 In the Q&A below, you’ll gain insights from financial advisors who work with Boston Scientific employees to help them make smart decisions to get the most value from their compensation and benefits, reduce their money stress, and prepare for a comfortable retirement.

🙋‍♀️ Do you have questions not yet answered? Use the form below to submit questions anonymously and watch this article for updates with answers to your questions. You can also reach out to the financial advisors below to set up an introductory call or contact them with your questions by email.

💸 Smart Money Insights for Boston Scientific Employees & Executives

This page is organized into sections to help you quickly find the information you need and get answers to your questions:

1. Q&A: Financial Planning Tips for Boston Scientific Employees & Executives
2. Get Answers to Your Questions About Your Boston Scientific Benefits and Career
3. Browse Related Articles

Q&A: Financial Planning Tips for Boston Scientific Employees & Executives

Answers to Employee Questions with Matthew Nelson, CFP®, AIF®, ECA

Matthew Nelson is a financial advisor based in Minneapolis, Minnesota who specializes in offering financial planning services to Boston Scientific employees. Matthew helps his clients get the most value from their Boston Scientific benefits and compensation package so they can enjoy life and feel confident about their financial future.

Q: As a financial advisor with experience helping Boston Scientific employees save for their retirement, how do you help them make the most of their employee benefits?

Matthew: Boston Scientific’s 401(k) match structure is one of the first things I walk new clients through, because it’s both more generous and more nuanced than most employees realize. BSC matches 200% on the first 2% you contribute and 50% on the next 4%.  That means to reach the full company contribution of 6% of your pay you need to contribute 6% of your pay. That’s meaningful free money, so be careful not to unknowingly leaving match dollars behind every paycheck by contributing 3% or 4%.

What makes this match especially compelling is that it’s immediately and permanently vested from the day it hits your account. There is no cliff or graded schedule unlike many large employers who use multi-year vesting as a retention tool. Whether you’ve been at Boston Scientific for 18 months or 18 years, every dollar of employer match already belongs to you. That’s a genuine differentiator worth understanding from day one.

Once the 401(k) is optimized, I turn to the ESPP. Boston Scientific’s plan allows employees to contribute 1%–10% of eligible compensation and purchase company stock at 85% of the lower of the stock price at the beginning or end of the six-month offering period. That lookback feature is significant—it means you’re guaranteed a 15% discount at minimum, and in a rising market the effective discount can be considerably larger. I treat proceeds from the ESPP as a systematic funding source: sell the shares at purchase, capture the gain, and redirect the proceeds toward the 401(k), a taxable brokerage account, or other financial goals.

After the 401(k) and ESPP are working efficiently, we build out the broader picture. That means establishing an emergency reserve—I typically recommend two years of accessible savings or investments for clients with significant equity compensation, since a market downturn and a job disruption can happen simultaneously. Beyond that, excess cash flow goes toward maxing out retirement contributions, which also reduces taxable income.

For employees whose income puts them near or above the Roth IRA threshold, pre-tax 401(k) contributions can reduce adjusted gross income enough to open up Roth eligibility. For higher earners above the limit, a backdoor Roth strategy often makes sense. The goal in all of this is to build a tax-diversified retirement picture, not just a large pre-tax balance that creates complications later.

Q: When you first speak with a Boston Scientific employee, what questions do you like to ask to better understand their unique circumstances and determine how you can best help them achieve their goals?

Matthew: Every first conversation is really about building a complete picture before I say anything prescriptive. Boston Scientific employees often come to me with a specific trigger like a large RSU vest, how to optimize their 401k plan, or a job offer from another company.  Often the immediate question is rarely the most important one, so I want to understand the full context before we zoom in on any one decision.

Some of my favorite questions to open with:

• What specifically prompted you to reach out now.  Was there a triggering event, or has this been on your mind for a while?
• What does financial independence look like for you, and when do you want to get there?
• Do you see yourself staying at Boston Scientific for the long term, or is a move to another company or a start-up on your radar?
• How are you currently handling your equity compensation like RSUs, PSUs, ESPP shares? Do you have a sell strategy, or are shares accumulating without a plan?
• Is tax planning something you actively think about, or has it mostly been reactive and you deal with surprises at tax time?
• Are there goals outside of retirement that matter to you for family, giving, a business, a second career?
• Does anything keep you up at night financially?

That last question often produces the most useful answer. Anxiety about a concentrated BSX stock position, uncertainty about what happens to unvested equity if there’s a layoff, and concern about whether they’re saving enough are the real starting points for a meaningful planning conversation. Everyone’s situation is different, and these questions help me understand not just the goals but the motivations behind them.

Q: Is there a particular benefit available to Boston Scientific employees you feel isn’t as well utilized or understood by employees as it should be?

Matthew: The ESPP is the most obvious one. Boston Scientific’s plan offers a 15% discount with a six-month lookback which is a structure that generates an immediate, relatively low-risk return simply by participating. Yet I regularly meet employees who aren’t enrolled, or who are contributing well below the 10% maximum. The most common reason I hear is that it feels complicated, or they’re nervous about accumulating more company stock. Both are solvable by selling the shares immediately on the purchase date and diversify the proceeds rather than holding them.

The HSA is another one that’s consistently underutilized as a long-term tool. Boston Scientific contributes $500 per year for individual coverage and $1,000 for family coverage into employees’ HSAs.  That’s before you add your own pre-tax contributions. The triple tax advantage is well known in financial planning circles but rarely internalized by employees.  Contributions are pre-tax, growth is tax-free, and withdrawals for qualified medical expenses are tax-free. What most people miss is the long-term power of letting the HSA compound while paying current medical costs out of pocket. The accumulated balance can then be used in retirement for Medicare premiums, long-term care, and other expenses tax-free. After age 65, any withdrawal for non-medical purposes is simply taxed as ordinary income, making it functionally equivalent to a traditional IRA.

But the benefit I find most genuinely overlooked, especially by employees who have been with BSC for several years, is the Individual Disability Income Insurance Plan. Boston Scientific offers eligible employees earning $100,000 or more the ability to purchase individual disability coverage through Guardian at a 25% discount off standard market rates, using unisex pricing. That unisex rate is particularly valuable for women, who typically pay significantly more for individual disability policies on the open market. What makes this benefit especially worth paying attention to is portability.  If you leave Boston Scientific for any reason, the coverage stays with you at the same premium, with no conversion requirements and no new underwriting. That kind of guaranteed-issue access at a group discount is very difficult to replicate once you’re no longer with an employer offering it.

Q: Beyond Boston Scientific employee benefits for retirement savings, are there other types of benefits offered by the company that you find valuable to discuss with your clients?

Matthew: Absolutely. The HSA is one I come back to often. Boston Scientific contributes $500 annually for individual coverage and $1,000 for family coverage to employees enrolled in the UMR Consumer HDHP. My advice is always the same, treat the HSA as a long-term investment vehicle, not a medical spending account. Pay smaller out-of-pocket costs directly when you can, leave the HSA invested, and let it compound. In retirement, those funds can cover Medicare premiums, long-term care, and healthcare costs that aren’t covered by Medicare—all tax-free. The account is yours permanently, even if you leave Boston Scientific.

The Short-Term Disability program is a benefit I find genuinely underappreciated, and Boston Scientific’s version stands out in the MedTech space. It’s fully company-funded, and the salary continuation schedule is tied to tenure. Employees with 10 or more years of service receive 100% of base pay for the full 26-week STD period. Even employees in their first two years receive 2 weeks at full pay followed by 24 weeks at 75% of base pay. Most employers offer a flat 60% benefit from day one.  BSC’s structure is meaningfully stronger, particularly for tenured employees, and it’s worth factoring into total compensation comparisons when evaluating outside offers.

Long-Term Disability is another important area. Boston Scientific’s LTD pays 60% of monthly earnings up to $15,000 per month after a 180-day elimination period, with the full premium company-funded. For higher earners, there may still be a meaningful gap between the LTD cap and actual income needs. That’s where the supplemental Individual Disability Income Insurance Plan comes in.  They offer additional coverage at a 25% group discount, with unisex pricing and full portability if you leave.

Beyond insurance, I spend significant time on equity compensation planning like RSUs, PSUs, and stock options. Many employees don’t have a clear strategy for when to sell vested shares, how to reduce concentrated BSX stock exposure, or how to manage the tax consequences of equity events. Getting this right has one of the highest financial impacts of anything we do together.

Q: For Boston Scientific employees thinking about leaving the company to accept a job elsewhere, what actions do you recommend they take before resigning and shortly thereafter?

Matthew: The first thing I tell anyone considering a departure from Boston Scientific is: don’t give notice until we’ve mapped every dollar that’s about to vest. The difference between leaving on a Friday versus the following Monday can sometimes be tens of thousands of dollars in RSUs or ESPP proceeds. Employees may time a resignation based on a new employer’s start date without realizing they were a few weeks away from a significant grant vesting. That’s an avoidable and painful mistake.

Something that surprises many departing employees is Boston Scientific’s 401(k) employer match is immediately 100% vested from the day it’s contributed to your account. No cliff, no graded schedule on the match itself. Whether you’ve been at BSC for eight months or eight years, every dollar of matching contributions in your Vanguard account is already yours and goes with you. Many employees assume there’s a vesting wait because at a number of BSC’s MedTech competitors there is. That’s one less thing to worry about when timing your exit.

The one 401(k) vesting item worth checking before you leave is whether you’ve received any discretionary profit-sharing contributions, which follow a separate 5-year graded schedule at 20% per year. These are distinct from the regular match and made at Boston Scientific’s discretion.  Not all employees receive them, but if you have, your Vanguard account will show your exact vested percentage. Worth a quick check before you set a departure date.

Beyond equity and the 401(k), I encourage employees to think carefully about total compensation when weighing an outside offer, not just base salary. Boston Scientific’s STD program pays 100% of base salary for up to 26 weeks for tenured employees, fully company-funded. Most employers can’t match that. If a new offer looks close on paper, it may look less competitive once you account for the benefits package you’re walking away from.

One more item that rarely gets discussed: if you’ve enrolled in Boston Scientific’s Individual Disability Income Insurance Plan, know that this policy is fully portable. You keep it when you leave—same rate, no conversion, no new underwriting. That matters especially if you’re moving to a smaller company or start-up without group disability coverage.

Finally, plan your healthcare bridge before you hand in your notice. Medical coverage ends at termination, and COBRA premiums can be a significant monthly expense. Know your options such as marketplace plans, a spouse’s plan, or COBRA, and have the transition mapped before your last day.

Q: For Boston Scientific employees approaching retirement age, how do you recommend they prepare to make the transition from living off their salary to relying upon other sources of income?

Matthew: Retirement planning for Boston Scientific employees has a few specific wrinkles that don’t apply to everyone. By the time many BSC employees reach their late 50s, they’ve accumulated a meaningful amount of company stock through RSUs that vested over the years, ESPP shares, and contributions to the 401(k)’s Company Stock Fund. The plan has no cap on how much you can hold in company stock, which means concentration risk can grow for years. The single most important pre-retirement move for many of my BSC clients is developing a systematic, tax-efficient plan to diversify away from BSX before they stop working.

Beyond that, the transition from accumulation to distribution requires a clear income map. I ask clients to identify every reliable income stream they’ll have in retirement such as Social Security, pensions, or rental income.  Then calculate the gap that savings and investments need to fill. We model out different Social Security claiming ages, because the difference between claiming at 62 versus 67 versus 70 can be substantial over a 25-year retirement. For most BSC employees with significant assets, delaying Social Security and drawing from taxable accounts first is often the stronger path.

Withdrawal sequencing matters enormously for lifetime tax efficiency. Generally, taxable brokerage accounts first, then tax-deferred accounts like the 401(k), with Roth assets held as long as possible. The years between retirement and the age Required Minimum Distributions kick in are often a window to execute Roth conversions at lower tax rates. Many BSC employees retire with very large pre-tax 401(k) balances from years of contributions and a generous match, and converting some of that to Roth in the early retirement years can significantly reduce lifetime tax burden.

I also encourage clients to set aside four to six years of living expenses in lower-risk assets as they approach retirement. This creates a buffer that allows the equity portion of the portfolio to stay invested through market volatility without forcing sales at the wrong time. It’s a simple framework, but it does a lot to reduce the anxiety that comes with shifting from a paycheck to portfolio withdrawals.

Q: For Boston Scientific employees who have managed their finances on their own to this point, what would you suggest they consider to help them decide if they should begin working with a financial advisor at this stage in their lives?

Matthew: There are a handful of inflection points specific to Boston Scientific where the complexity of the benefits package tends to outpace what a generalist or self-directed approach can comfortably handle. If any of the following apply to you, it’s worth a conversation with a specialist.

Ask yourself:

• Do you have a written strategy for your ESPP shares.  Do you know the difference between a qualifying and disqualifying disposition, and are you timing your sales intentionally?
• Do you know the total value of BSX stock you hold across your ESPP account, RSU grants, and the 401(k) Company Stock Fund combined? Many employees are more concentrated than they realize.
• Are you contributing at least 6% to your 401(k) to capture the full, company match?
• Is your HSA being invested and grown as a long-term retirement asset, or are you spending it down on current medical costs?
• Have you enrolled in the Individual Disability Income Insurance Plan during an open enrollment window while guaranteed-issue access is available, and do you understand the portability provisions?
• Do you have a proactive tax estimate built around your RSU vesting schedule, or will you find out what you owe in April?
• Do you have an estate plan, a current beneficiary review, and a clear plan for what happens to unvested equity if something unexpected happens to you?

Boston Scientific’s compensation package is genuinely complex.  The interplay between the 401(k) match structure, ESPP lookback feature, RSU vesting, deferred compensation plans, and disability benefits creates planning opportunities that are easy to miss and mistakes that are easy to make. The employees I work with who have managed their finances independently are often smart, capable people who simply haven’t had the bandwidth to go deep on all of it. That’s exactly what a specialist is for.

Q: What are some of the unique financial planning challenges you commonly see among your clients who are Boston Scientific employees and how do you help them overcome these obstacles?

Matthew: The most consistent challenge I see is stock concentration that has crept up over the years without the employee fully recognizing it. Boston Scientific’s 401(k) plan has no limit on how much participants can allocate to the Company Stock Fund, and when you layer ESPP shares and RSU grants on top of that, it’s common for a long-tenured employee to have 50% or more of their investable assets in a single stock. Most clients are surprised when we add it all up. We address this with a systematic, tax-aware diversification plan by spreading sales across multiple tax years, using specific identification on ESPP shares to optimize tax treatment, and coordinating with RSU vesting dates to avoid bunching income unnecessarily.

Equity tax surprises are another very common issue. RSU vesting is a taxable event where shares are treated as ordinary income at the time of vesting, regardless of whether you sell them. If supplemental withholding isn’t calibrated correctly, employees can end up with a large, unexpected tax bill in April. ESPP shares add another layer.  The tax treatment differs depending on whether you hold shares long enough to qualify for preferential long-term capital gains rates, or sell sooner and trigger a disqualifying disposition. Without planning, employees often make the wrong decision from a tax standpoint simply because they didn’t know the rules.

Pre-tax 401(k) accumulation is a third challenge, a good problem to have, but a real one. Boston Scientific’s immediate match vesting, combined with strong employer contributions and years of employee deferrals, means many long-tenured employees arrive in retirement with very large pre-tax balances. Those balances come with future Required Minimum Distributions that can push retirees into higher tax brackets than they expected. We address this proactively through Roth conversions during lower-income years and tax bracket management strategies that spread the burden more efficiently over time.

Finally, disability income gaps for higher earners are a challenge I encounter regularly. Boston Scientific’s base LTD covers 60% of monthly earnings up to $15,000—but for a director or senior engineer earning $250,000 or more, that coverage replaces a much smaller fraction of actual income. The supplemental Individual Disability Income Insurance Plan available through BSC is the right tool to close that gap, but it requires action during open enrollment. I try to get this on every client’s radar early, because access to guaranteed-issue coverage at a group discount disappears once you leave the company or miss an enrollment window.

Q: What questions do you recommend Boston Scientific employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?

Matthew: Finding the right financial advisor is about more than credentials or a good first impression. I recommend employees ask some pointed questions, such as:

• Do you have specific experience with Boston Scientific’s benefit plans such as the 401(k) match structure and immediate vesting, the ESPP lookback feature, RSU and PSU programs, and deferred compensation plans like the CAP and NRPS?
• How do you coordinate 401(k) planning with equity compensation and outside investments?
• Do you have special training in equity compensation planning, such as the Equity Compensation Associate (ECA) designation?
• Can you handle financial planning beyond investments such as taxes, estate planning, charitable giving?
• Are you a fiduciary, and does your firm act as an Independent Registered Investment Advisor?
• What is your fee structure?  Do I pay separately for financial planning and investment management, or is it an all-inclusive package?

Q: Is there anything that comes up frequently in your initial meeting with Boston Scientific employees that surprises you?

Matthew: Yes—and it tends to cluster around the same themes. The most common surprise is how many employees are enrolled at the default 2% 401(k) contribution rate and have never increased it. The auto-enrollment feature means many people are contributing far less than they intend to—and far less than the 6% needed to capture Boston Scientific’s full, immediately-vested match. That’s usually the first thing we fix.

The second common surprise is equity tax exposure that hasn’t been planned for. An RSU vest or large ESPP purchase can generate significant ordinary income in a single calendar year, and many employees have no idea how much additional tax they’ll owe until they sit down with their accountant. We model this out in advance and adjust estimated payments or withholding elections so there are no April surprises.

A third one that genuinely catches people off guard is a survivor benefit most employees don’t know exists. If a Boston Scientific employee passes away while covered, eligible family members receive six months of COBRA continuation coverage at no cost to them. That’s a meaningful benefit that most employees—and honestly most financial advisors—aren’t aware of. It doesn’t change daily financial decisions, but it’s exactly the kind of detail that matters enormously to a family during a very difficult time.

And almost universally, when we aggregate total BSX stock exposure across the ESPP account, unvested RSUs, and the 401(k) Company Stock Fund, the concentration number is higher than the client expected. Showing someone exactly how much of their net worth is riding on a single stock is often the moment the planning relationship really clicks into place.

Q: For highly compensated Boston Scientific employees and executives, are there any special benefits you believe it’s important to take into consideration when preparing their financial plan?

Matthew: Higher-income employees and executives at Boston Scientific have unique opportunities that require specialized attention. The Capital Accumulation Plan (CAP) and the Non-Qualified Retirement Plan Supplement (NRPS) are two standout examples. These plans allow eligible employees to defer compensation on a pre-tax basis above IRS 401(k) contribution limits, creating significant savings opportunities. However, planning the withdrawal timing carefully is critical.  Distributions are taxed as ordinary income and can compound with other retirement income in ways that push retirees into higher brackets than anticipated. We look at payout election strategies to spread distributions in a tax-efficient way.

Company stock concentration is a magnified concern at the executive level. Vice presidents and directors often accumulate large BSX positions through RSUs, PSUs, and years of ESPP participation on top of whatever is in the 401(k). Diversifying strategically in coordination with the company’s trading window requirements and any Rule 10b5-1 plan considerations is essential to reducing portfolio risk as they approach retirement.

For executives earning above the LTD benefit cap, disability income planning takes on added importance. The base LTD covers 60% of earnings up to $15,000 per month, but for a vice president or director earning $300,000 or more, that leaves a very significant income gap. The supplemental Individual Disability Income Insurance Plan available through Boston Scientific is an important tool here: executives can secure substantial additional coverage at a 25% group discount, with guaranteed-issue access during open enrollment and full portability if they leave.

We also focus heavily on tax planning around equity compensation such as estimating and managing payments upfront, exploring Net Unrealized Appreciation (NUA) strategies for company stock held inside the 401(k), and considering charitable vehicles like Donor-Advised Funds to offset income in high-earning years. The complexity scales with income and net worth, but so do the opportunities.

Q: Is there a particularly memorable experience or a moment you recall with a client who worked at Boston Scientific when you realized they have unique opportunities and circumstances when it comes to their financial planning needs?

Matthew: One case that stands out involved a senior engineer who had been with Boston Scientific for over 15 years and was planning to leave for a start-up opportunity. Over that time, they had accumulated a significant amount of company stock across their ESPP account, the 401(k) Company Stock Fund, and unvested RSUs. When they first came to me, the immediate question was simply: “when should I give notice?”

But when we looked at the full picture (vesting schedules, ESPP offering period timelines, RSU grant dates, and the tax implications of all of it) the real opportunity became clear. By pressing pause and timing the departure strategically around an upcoming RSU vest and ESPP purchase date, we were able to capture a meaningful amount of additional compensation that would have been forfeited with a hasty exit. 

At the same time, we developed a Net Unrealized Appreciation (NUA) strategy for the company stock inside the 401(k), which allowed the client to pay long-term capital gains rates on the appreciated portion of the stock rather than ordinary income rates.  This saved a substantial amount in taxes. We also coordinated the ESPP qualifying disposition holding periods to maximize the tax treatment on those shares.

One final detail that mattered: this client had enrolled in the Individual Disability Income Insurance Plan years earlier and hadn’t thought about it in the context of leaving the company. We made sure they understood the policy was fully portable and they kept it at the same rate with no interruption in coverage.  This was especially meaningful given they were moving to a start-up with no group disability coverage at all.

That experience was a clear reminder of how much value a specialist in Boston Scientific’s specific plans can bring. The intersection of equity compensation, tax strategy, benefit timing, and insurance planning is complex.  When you understand the intricate details, the opportunities are significant. With the right guidance, Boston Scientific employees can put themselves in a strong position for financial independence, whether they’re staying at the company or ready to make their next move.

Get to Know Matthew Nelson, Financial Advisor for Boston Scientific Employees:

Perspective 6 Wealth Advisors Matthew Nelson, CFP® AIF® ECA

Minneapolis, Minnesota

Serving Clients Nationwide

Specialized Financial Planning for MedTech Professionals

0 Certified Advisor Reviews™

Areas of Focus

Equity Compensation Options Financial Life Planning Investment Management Retirement Planning Taxes

View Matthew’s profile page on Wealthtender or visit his website to learn more.

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