employment litigation and eeoc claims

Employer provided qualified and non-qualified deferred compensation, and other fringe benefits, are a major concern for employers

Qualified Retirement Plans

Pension plans, 401(k) plans, 403(b) plans, and the like are controlled by ERISA, the federal pension law. These plans are regulated by extraordinarily complex rules enforced by the Internal Revenue Service, the U.S. Department of Labor, and the PBGC (Pension Benefit Guaranty Corporation).

Harvey & Battey can advise you on the design and implementation of the right plan for your company. We can also represent your company on disputes with the IRS and the Department of Labor on qualification and enforcement issues. Harvey & Battey also represents employees in disputes with their employers regarding qualified plan benefits.

Upon the sale or merger of a business, the disposition of qualified plans creates special issues. Harvey & Battey can advise businesses on how these plans should be managed in business mergers, acquisitions, and restructuring.

Non-Qualified Plans

Many employers turn to "non-qualified" deferred plans, such as "top-hat" plans and "rabbi trusts," for enhanced executive compensation. The arrangements are controlled by new and complicated tax rules added by Congress in the "post-Enron" era. Harvey & Battey advises business and key management on the design and implementation of these arrangements.

Fringe Benefits

Employers may provide employees with non-pension fringe benefits, such as cafeteria plans, medical expense reimbursement plans, and health savings accounts.

Harvey & Battey can assist you in selecting and implementing fringe benefit plans that are suitable to your needs.

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