Drafting Government Required Notices
The Internal Revenue Code and the Employee Retirement Income Security Act (ERISA) require notifications to pension plan participants when the plan is amended.
For example, if an amendment significantly reduces the rate of future benefit accrual, or if an amendment eliminates or reduces a retirement benefit, the plan administrator is generally required to notify plan participants, qualifying alternate payees, employee organizations and employers that contribute to a multiemployer plan.
The lawyers of Pitta LLP have extensive knowledge of government-required notices in connection with employee benefits plans. With offices in New York City, our attorneys advise and represent employers, plan sponsors, administrators and fiduciaries with regard to compliance with ERISA and IRS rules and regulations.
Employee Benefits/ERISA Counsel For Unions
Our attorneys have represented unions for more than 40 years, and our services for unions include designing cost-efficient, fully compliant employee benefits plans. We thoroughly understand the interplay of labor and employment law, ERISA, federal securities law and the Internal Revenue Code.
With our extensive knowledge of these matters, we advise union clients and employers with regard to a wide variety of legal requirements, including government required notices, summary plan descriptions and various vendor and service provider agreements.
We also represent clients in all stages of benefits-related disputes, whether in connection with government audits and investigations or litigation prosecuted by the IRS or the U.S. Department of Labor.
Take The First Step. Contact Pitta LLP.
For skilled legal guidance and representation in matters of employee benefits and ERISA, contact the lawyers of Pitta LLP at 212-652-3890.