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Employee Benefits & ERISA Law

Boutwell Fay LLP is pleased to provide our clients with useful information to help better manage employee benefits and ERISA issues:

 

Updates:

· Sign-up to receive our “Boutwell Fay E-Mail Updates” of Employee Benefits and ERISA information.

 

Important Deadlines:

· Important Benefits Deadlines

· Important Dollar Limits (Qualified Plans)

· Important Dollar Limits (Welfare & Fringe Benefits)

 

Employee Benefits and ERISA Information:

· The New Proposed 7-Day Safe Harbor Regulation and What it Means for Small Plan Sponsors  This article discusses the Department of Labor's new guidance proposing a safe harbor for the timely deposit of contributions to small plans and what this might mean for other plans.

 

· Fiduciary Standards of Care: What You Need to Know A slide show presentation on identifying plan fiduciaries, what duties ERISA imposes upon them, and the consequences of failing to fulfill those duties.

 

· How Healthy Are Your Health and Welfare Plans?  A detailed outline from a presentation on compliance Issues for Health and Welfare Plans (accompanying slide show).

 

· Benefit Plan Legal and Regulatory Update: A slide show from a presentation on employee benefit plan developments as of November 2006.

 

· Recent Legislation and Other Developments Affecting Qualified Plans: A slide show from a presentation on qualified plan developments as of October 2005.

 

· Health & Welfare Plan Update: There are several new laws and regulations in effect that make significant changes for health and welfare plans.  Below is a brief summary of these new developments as of July 2005.

 

· Recent Legislation and Other Developments Affecting Health and Welfare Plans: A detailed outline from a presentation on health and welfare plan developments as of March 2005 (accompanying slide show).

 

· Final COBRA Notice Regulations: The Department of Labor issued final regulations relating to the notice requirements under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”) on May 26, 2004. These new regulations are effective as of the first day of the first plan year that occurs on or after November 26, 2004. For calendar year plans, this means operation in compliance with the final regulations no later than January 1, 2005.

 

· HIPAA Privacy Compliance Basics for Plan Sponsors: Even though the second compliance deadline (April 14, 2004, applicable to most small health plans) has passed, it is still important to revisit what the privacy rules are and how they may affect you and your health plans.

 

Internet Resources:

Links to websites which provide helpful information related to employee benefits, including government agency websites and professional organizations.

Employee Benefits and ERISA Resources

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