Compliance

Experts recommend sponsors begin with a suitability standard to narrow down the options available in the marketplace.

The IRS on October 28 issued a revenue ruling that holds employees count as retired for the purpose of receiving 401(h) medical benefits once they reach age 59.5.An...

The rule is intended to improve transparency into fees and compensation plan sponsors pay pharmacy benefit managers and their affiliates.

Plaintiffs say the health insurance provider misused benefit plan assets and charged excessive and undisclosed fees.

State and federal officials, along with healthcare and benefits policy experts, have expressed their support for the anticipated rule.

Plaintiffs claim the firm received more than $14 million in commissions and fees tied to benefits offered to its employees.

The firm’s nearly $6.5 million in retirement plan assets have now been properly distributed to employees.

New procedures update EPCRS for workplace retirement plans and create a new correction program for IRAs.

Experts say the magnitude of the litigation may hinge on the money at stake.

Questions about payroll processes, compliance and contribution mechanisms could affect workplace adoption of the program.

Guarantee limits and insurance premiums will rise slightly next year.

The employer group argues that recent cases seek to recast plan sponsor decisions as fiduciary acts.

Plan sponsors would be required to submit more data about missing participants and investment decisions.

After the Department of Labor removed employee stock ownership plans from its enforcement list, the new law will clarify valuation processes that led to litigation.

The decision leaves intact a ruling favoring a plan trustee and preserves differing interpretations among appeals courts about remedies available under ERISA.

Florida, Georgia and Alabama employers lost a procedural defense that required participants to exhaust plan claims procedures before filing fiduciary breach complaints.

The 4th Circuit’s decision conflicts with other circuits in that administrative service agreements are not required by ERISA to be furnished to participants.

The defendant allegedly used the stolen funds for his personal benefit, including memberships in a yacht club and a social club.

A federal judge found that Lockton Companies went beyond merely collecting employee premiums for disability insurance.

The US 5th Circuit Court of Appeals backed the Department of Labor in a fiduciary breach case and barred the owner from serving as a plan fiduciary.