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Taft-Hartley Plans

Our Taft-Hartley Multiemployer Practice Group has deep experience providing neutral advice to Boards of Trustees, other plan fiduciaries, administrative staff and related service professionals on all aspects of establishing and maintaining multiemployer employee benefit plans. Our clients include plans of all types and sizes across a broad array of industries. Our Taft-Hartley attorneys average more than 20 years of experience dedicated to providing practical, creative, proactive and economically efficient counsel in this unique and complex area of employee benefits law.

Our attorneys regularly counsel clients on a wide variety of ERISA and tax issues including:

  • Plan design and documentation
  • Participation, vesting, funding,  benefit accrual and benefit distribution
  • Reporting and disclosure
  • Fiduciary responsibility and prohibited transaction implications of various types of transactions and investments
  • Plan mergers
  • Plan terminations or other de-risking strategies
  • Employer withdrawal liability
  • Plan service provider agreements
  • Qualified Domestic Relations Order (“QDROs”)

We also advise clients on compliance with the labyrinth of other laws applicable to Taft-Hartley plans such as the Affordable Care Act, the Consolidated Omnibus Budget Reconciliation Act (“COBRA”), the Health Insurance Portability and Accountability Act (“HIPAA”), the Multiemployer Pension Plan Amendments Act (MPPAA), the Multiemployer Pension Reform Act (MPRA), various IRS and Department of Labor programs to correct plan operational and fiduciary duty errors, bankruptcy, discrimination, federal and state agency enforcement, and other laws.

Our team also routinely represents our clients’ interests in administrative investigations, arbitrations and legal proceedings ranging from minor cases to complex, high-dollar matters.  These matters include benefit denials and claim appeals; subrogation and intervention claims; collection of delinquent employer contributions, breach of fiduciary duty and prohibited transaction claims, and employer withdrawal liability claims.