New York City workers should know that the Employee Retirement Income Security Act (ERISA) has certain rules that require those taking part of amendments to the program. With ERISA, workers have a pension and health plan that protects them. A major part of it, however, is that they are supposed to be given information about it, its funding and other issues.
Those who do not know this or are not provided with the information as requested are being subjected to a legal violation that could warrant employment litigation. It is with matters such as this that it is essential to have the protection of a labor union and a legal firm that is experienced with labor relations. There are numerous examples of when an amendment to ERISA could have an impact on people who are taking part in it. If, for example, there is a change that will lower the rate of accruing future benefits or if there are retirement benefits eliminated, the participants should be informed by the administrator of the plan, organizations, employers who contribute to a multi-employer plan, and qualifying alternate payees.
There are rules with ERISA that must be adhered to when it comes to compliance. One of the main objectives of unions is to maximize the benefits for its members. Not only does this involve such plans as ERISA, but it also means that the members must be fully aware and apprised of any possible changes that are taking place. Not only is a failure to do so a violation, but it could be an issue if the union is not involving the members as to the changes.
It is not just ERISA, but also summary plan descriptions, adherence to legal requirements, and agreements for service providers that require legal assistance. There is a litany of issues that must be followed with benefits like ERISA and a legal firm experienced in these matters can help. When a union needs legal advice and guidance with ERISA, having a law firm that understands all its requirements is a must and is the first call that the labor union and its members should make.