We
provide legal consulting services to Third Party Administrators
in all areas of employee benefit plans. We help minimize risk for you and your clients,
giving you
more time to focus on your mainstream responsibilities. We have a unique
mix of legal, actuarial, plan administration, and training skills that
can help keep your staff abreast of changes in employee benefit rules.
With over 25 years experience, we cost-effectively help keep your plan
administration processes compliant with tax law changes. We can also handle
complex ERISA matters for your clients.
Plan Documents. We sponsor volume submitter profit sharing, money purchase, and 401(k)
plan documents. We also provide volume submitter defined benefit plan
documents and draft amendments to individually-designed plans to comply
with changes in benefits law. In addition to the plan documents/trust
agreements, we provide board resolutions, summary plan descriptions,
administrative forms and notices.
Implementing New
Rules. We help you analyze new rules and regulations, designing the
most efficient methods to modify your procedures, forms, and client
communications to respond to required changes.
Corrective Filings. We help your clients minimize penalties by filing for
corrections under the Employee Plans Compliance Resolution System
(EPCRS) or the Voluntary Fiduciary Correction (VCP) Program before an
IRS/DOL audit.
Fiduciary Issues.
We advise clients on fiduciary matters to minimize exposure
to regulatory sanctions and employee disputes.
Staff Training. Training on rule changes can help your staff provide plan
administration support more efficiently and effectively. It also
helps them to identify plan qualification issues and client administration problems.
We provide interactive training programs that simplify complex concepts
and organize information in easy-to-use reference tools.
QDROs. We review qualified domestic relations orders (QDROs) and
provide written confirmation, qualifying the order or detailing required
changes. Accepting an improperly drafted order puts the plan at risk of
litigation to determine its obligations. Potential problem areas include
properly addressing actuarial reductions in defined benefit plans and
clearly providing for pre-retirement survivor benefits.
Benefit Disputes. We can handle benefit disputes for your clients. Disputes may
arise because the employer accepted an ambiguous QDRO or the participant
disagrees with the interpretation of plan provisions or the method of
calculating benefits.
Employee Seminars. Our employee seminars effectively illustrate accumulating and
managing retirement assets for a comfortable retirement.
