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Supreme Court Grants Certiorari to Review Sixth Circuit’s Pro-Union Inference in Retiree Health Insurance Benefits Cases

The Supreme Court of the United States has agreed to resolve a circuit split about how courts should interpret collective bargaining agreements that provide for health insurance benefits for retired employees in M&G Polymers USA, LLC v. Tackett.  The U.S. Court of Appeals for the Sixth Circuit says that such retiree health insurance benefits carry with them an inference that they are vested, or guaranteed to continue for life, while the majority of the other federal appellate courts require specific durational language to find that benefits are vested. Given the high cost of retiree health insurance on many employers’ balance sheets, M&G Polymers USA could represent a game changer for employers’ ability to modify retiree benefits going forward.

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Sixth Circuit to Revisit Unprecedented Expansion of ERISA Wrongful Denial of Benefits Remedies

On December 6, 2013, in Rochow v. Life Insurance Company of North America, 737 F.3d 415 (6th Cir. 2013), the Sixth Circuit affirmed a district court ruling that an insurance company that improperly denied ERISA disability benefits must not only pay the benefits sought, but also disgorge its profits earned on those benefits.  In that decision, a split panel of the Sixth Circuit held that ERISA’s remedial provisions did not preclude a participant from seeking recovery of his wrongfully denied benefits under ERISA Section 502(a)(1)(B) as well as other equitable relief under ERISA Section 502(a)(3).  However, Judge McKeague wrote a stinging dissent, arguing that the majority’s ruling was “an unprecedented and extraordinary step to expand the scope of ERISA coverage” that was “contrary to clear Supreme Court and Sixth Circuit precedent.”

After that decision, the insurance company sought a rehearing and review of the majority’s ruling en banc, which involves a rehearing by all active Sixth Circuit judges.  On February 19, 2014, a majority of the Sixth Circuit’s judges granted the motion for rehearing en banc, which serves to vacate the earlier panel’s December 6, 2013 decision.  The parties are now set to file supplemental briefs by May 12, 2014, with an argument to the en banc panel expected for this summer.  This decision will be important in determining whether ERISA’s remedial provisions provide for both recovery of benefits and disgorgement of profits (or other equitable relief) in the same lawsuit.




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View From McDermott: Conflicting Review Standards in Executive Retirement Plan Benefit Claims—Is There Really a Difference?

Under the Employee Retirement Income Security Act, retirement plans generally come in two flavors – (i) retirement plans qualified under Section 401 of the Internal Revenue Code (the Code) and (ii) executive retirement plans, called “top hat” plans, which aren’t Code-qualified.  What does that mean? While qualified retirement plans are subject to all of ERISA’s funding, participation and fiduciary provisions, top hat plans aren’t and may offer benefits exceeding those allowed under Code-qualified plans. Simply put, top hat plans are unique animals under ERISA.

Litigation involving top hat plans isn’t plentiful—likely due to the fact that such plans are available only to a small number of highly paid executives. However, within the limited top hat litigation realm, there exists a conflict among the federal courts of appeals over a seminal question—what review standard is to be applied to a benefit determination? While the U.S. Supreme Court has definitively answered this question for most ERISA plans in Firestone Tire & Rubber Co. v. Bruch, the unique nature of top hat plans has resulted in conflicting rules among the circuits.  Whether these conflicting standards elicit similar results is an open and complex question for most ERISA practitioners.

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Proposed Regulations Expand the Definition of Excepted Benefits

Recently issued proposed regulations would expand the categories of excepted benefits under the Employee Retirement Income Security Act of 1974 (ERISA), the Internal Revenue Code (the Code) and the Public Health Service Act.  In general, excepted benefits are exempt from the market reform and certain other requirements added to ERISA and the Code by the Affordable Care Act.

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Supreme Court Takes Case About Company Stock Funds and Presumption of Prudence

The Supreme Court of the United States granted certiorari in Fifth Third Bancorp v. Dudenhoeffer, suggesting that the Supreme Court will resolve the current division among U.S. circuit courts regarding the application of the “presumption of prudence” in employer stock cases.

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Supreme Court Upholds ERISA Plan’s Three-Year Deadline to File a Lawsuit

The Supreme Court of the United States ruled that an ERISA plan may properly impose a reasonable time limit on filing a lawsuit to recover benefits.  Such time may start to run even before completion of the required administrative review process.

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Recent Case Opens Door to Civil Enforcement Claims for Negligent FICA Tax Withholding

A District Court in Eastern Michigan recently rejected a motion to dismiss a participant’s benefit claim, holding that an employer legally could be liable to a participant in a nonqualified deferred compensation plan when the employer did not properly withhold FICA tax in the manner most advantageous to the participant. As a best practice, plan administrators should scrutinize any participant communications or claim responses because they can open the door to estoppel claims under ERISA.

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Join McDermott Partners at the 2013 ERISA Basics National Institute

Please join McDermott partners, Diane Morgenthaler and Jamie Weyeneth, on October 16-18 at the 2013 ERISA Basics National Institute in Chicago, IL.  Designed for in-house and union counsel, benefits specialists, private practitioners, litigators, consultants and accountants, this conference provides an opportunity to hear from the ERISA experts.  For more information, click here.

2013 ERISA Basics National Institute

Friday, October 18
10:05-10:55 a.m.
Section 401(k) Plans
Diane Morgenthaler, Partner, McDermott Will & Emery

11:05-11:55 a.m.
Cafeteria Plans
Jamie Weyeneth, Partner, McDermott Will & Emery




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DOL Issues Guidance on Plan Asset Status of Revenue Sharing Payments

The U.S. Department of Labor (DOL) recently issued guidance on whether accounts holding revenue sharing payments constitute “plan assets” under ERISA.  Prior to the issuance of the DOL guidance, it was unclear whether these amounts would be deemed to be ERISA plan assets.  If such amounts were treated as ERISA plan assets, they would be subject to various requirements under ERISA.  The DOL also addressed the responsibilities of plan fiduciaries in evaluating revenue sharing agreements.  Plan fiduciaries should review their current revenue sharing arrangements in light of the new DOL guidance.

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