The Advantages and Requirements for Severance Plans Subject to ERISA

This episode of “Just Compensation” features Andrew E. Graw, Megan Monson, and Jessica I. Kriegsfeld of Lowenstein Sandler's Executive Compensation and Employee Benefits group discuss when severance plans will be subject to ERISA, and the requirements associated with complying with ERISA. They also address other deferred compensation considerations for severance plans such as compliance with Section 409A, noting that while having a severance plan subject to ERISA can impose additional responsibilities for employers, it can also have advantages.

Episode Resources:

1. Puttin’ on Your Top Hat: How to Effectively Structure a Deferred Compensation Plan as a “Top Hat” Plan | Lowenstein Sandler LLP
2. Deferred Compensation: A Primer on Section 409A of the Code and Why it Matters | Lowenstein Sandler LLP
3. The Impact of 457A on Deferred Compensation from non-US Entities | Lowenstein Sandler LLP
4.  Code Section 409A - Six Month Delay | Lowenstein Sandler LLP

Speakers:

Andrew E. Graw, Partner and Chair, Executive Compensation and Employee Benefits
Megan Monson, Partner, Executive Compensation and Employee Benefits
Jessica Kriegsfeld, Associate, Executive Compensation and Employee Benefits