Identifying legal solutions that work

Our firm defends plan fiduciaries, plan sponsors, third party administrators, and plan design consultants against claims and lawsuits brought under the Employee Retirement Income Security Act of 1974 (“ERISA”) [29 U.S.C. §§ 1001, et seq.]. The firm has defended clients in actions concerning failure to pay benefits owed under plan documents, modifications to plan documents, breach of fiduciary duty, prohibited transactions with fiduciaries and third parties, failure to pay severance benefits, and many other matters. We also counsel our clients on compliance with federal and state laws mandating continuation of health benefits for current and former employees, such as COBRA and state law equivalents. Often, these lawsuits are improperly framed as violations of state laws even though ERISA provides a rare instance of complete preemption of state laws that affect fringe benefits and the opportunity to remove such disputes to federal court. Once in federal court, we are able to substantially narrow the issues and remedies available to claimants. We also can provide substantial advice and counsel to plans and their fiduciaries who are subject to investigation or audit by the United States Department of Labor.

Our in-depth knowledge of ERISA law and employee benefits equips us to understand the unique challenges and priorities that occur in this complex industry. Whether negotiating favorable settlements, resolving disputes through mediation, securing consent decrees with the Department of Labor (DOL), or providing vigorous representation in class actions and appellate cases, we are committed to safeguarding our clients’ interests when it counts.