Minimizing Legal Risks in the Design, Implementation & Administration of

Employee Benefit Plans

Thursday, May 30 to Friday, May 31, 2013
The Carlton Hotel, New York, NY
Employee benefit plans and the laws that govern them are inherently complex and constantly evolving. The preeminent issue on the tip of everyone’s tongue is healthcare reform, or PPACA (Patient Protection and Affordable Care Act). While 2014 is the watershed year for the Act, employers need to begin their compliance efforts now.

With guidance issuances and regulatory developments coming in following the November 2012 election, ACI’s 2nd National Advanced Compliance and Benchmarking Forum on Minimizing Legal Risks in the Design, Implementation & Administration of EMPLOYEE BENEFIT PLANS will make sense of it all and equip you with the essential information and practical guidance you need.

Add to this the complex landscape of corporate scandals, major bankruptcies, and a volatile stock market, all resulting in billions of dollars in retirement plan losses, and it has never been more vital for in-house professionals and outside counsel for plan fiduciaries, sponsors, administrators, advisors and insurers to avoid poor or inconsistent drafting, design, implementation, and administration of employee benefit plans.

However, having good, accurate and consistent employee plan documents is vastly easier said than done. In keeping the language in employee benefi t plans “up to snuff,” counsel for companies, plan fiduciaries, sponsors, administrators, advisors and insurers face a distinct uphill battle, including: Incomplete/missing/inconsistent documents; Document provisions not aligning with actual plan administration; Document “slippage” – issues that arise when a plan’s operating procedures and/or its administrative documents “drift” from the offi cial plan document; Improper delegation of decision-making authority… Just to name a few

As a result of this uphill battle, there is simply no room for error when it comes to minimizing the increased litigation risk in this high stakes arena. Companies regularly fi nd themselves facing millions of dollars in potential liability and recent cases have even involved claims of billions of dollars. In response, this conference also serves as the prevention counterpart to our renowned ERISA Litigation conference, focusing on the front end preventive aspects of employee benefi ts law: Through a faculty of distinguished in-house counsel and leading outside counsel, this conference will provide even the most seasoned employee benefit lawyers with clarity and certainty with respect to today’s key risk minimization issues.