Employee Benefits and ERISA
Our New York firm represents a multitude of Taft-Hartley, labor-management multiemployer employee benefit trust funds and their fiduciaries. Our lawyers have detailed knowledge of the ERISA and Multiemployer Pension Plan Amendments Act (MPPAA), as well as an appreciation of the relationship between collectively negotiated ERISA plans and the bargaining process.
The firm has represented ERISA funds in federal court, including cases asserting claims of improper benefit calculations, wrongful denial of benefits and suits for delinquent contributions.
The firm has handled withdrawal liability cases involving more than $200 million in claims and has played an active role in cases that have established path making legal principles in pension withdrawal liability, preemption, and other areas of ERISA law.
We also regularly represent ERISA funds before regulatory agencies, such as the DOL and the Internal Revenue Service in audits and investigations.
Please see our Representative Cases page for more information.
Counseling and Plan Drafting
Benefit plans: We help with the drafting, implementation and administration of a wide range of benefit plans, including multiemployer plans, cafeteria plans, and health and welfare benefit plans. Our experience includes drafting effective and legally sufficient summary plan descriptions.
Compliance with ERISA: Benefit plans, such as health insurance or retirement plans, are subject to the provisions and regulations outlined in ERISA. We can help ensure compliance to save you legal headaches down the road.
Fiduciary duties: We advise multiemployer plans, trustees and fiduciaries on ERISA fiduciary compliance and prohibited transactions issues, as well as state and local laws applicable to Taft-Hartley plans.
Liability for withdrawal: We regularly advise ERISA funds on aspects of withdrawal liability.
HIPAA requirements: The requirements of the Health Insurance Portability and Accountability Act (HIPAA) were added to ERISA in 1996. We can handle all matters involving HIPAA issues as they relate to employee benefit plans.