Employee Benefits and Executive Compensation

Building with internal bridge

Attracting and retaining the best talent depends on your organization’s ability to provide competitive compensation and benefits. Employers must respond to new laws and constantly changing compliance obligations, both of which impact their internal and external processes and procedures. Employers need to know what to do when the Internal Revenue Service (IRS), Department of Labor (DOL), Pension Benefit Guaranty Corporation (PBGC) or another governmental agency comes knocking at their door and, more importantly, how to avoid their scrutiny in the first place.

Saul Ewing’s employee benefits and executive compensation attorneys are experienced in navigating this complex landscape. We provide practical advice in plain language to plan sponsors, fiduciaries, plans, insurance companies or third-party administrators on a variety of matters, including:

  • Designing arrangements that help clients stay current with new rules
  • Explaining potential risks and helping clients make informed decisions
  • Providing day-to-day counseling and compliance assistance with respect to ERISA and the Internal Revenue Code (IRC) to employers in a wide variety of industries, including health care, higher education, manufacturing, and food and beverage, and to tax-exempt entities
  • Representing clients before regulatory agencies, including the IRS, DOL, PBGC, and the Office for Civil Rights of the Department of Health and Human Services (HHS)
  • Advising on employee benefits and executive compensation issues in mergers and acquisitions and bankruptcies
  • Advising on tax-qualified pension plans (including multiemployer pension plans), tax-deferred annuities and custodial arrangements under Code §403(b), group health and welfare arrangements (including the Affordable Care Act and HIPAA privacy and security), equity-based compensation, and deferred compensation plans subject to Code §§ 409A and 457

We regularly work with C-suite officers and boards of directors, board committees, as well as in-house counsel, risk managers, chief financial officers, benefit professionals and human resource personnel. 


 

Key Contacts
Sally L. Church
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