Benefits Complete Compliance

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Benefits Complete Compliance

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Benefits Complete Compliance

The exclusive online reference system providing everything you need to ensure your employee benefits plans comply with key laws and regulations:

  • Sample benefits policies and forms, ready for easy customizing
  • Plain-English explanation and analysis of benefits laws and regulations
  • Up-to-the-minute reports on new benefits trends, requirements, and savings opportunities
  • Practical advice for meeting the toughest benefits management challenges and avoiding legal and regulatory entanglements
  • Access to benefits answers from your peers through our Employers Forum
  • Bonus 1: A 400+ page comprehensive manual, available online and in print, covering every aspect of benefits law compliance
  • Bonus 2: Weekly emails of Benefits in 5, alerting you to breaking benefits law news and delivering advice for meeting new challenges

Benefits Complete Compliance
combines multiple online information resources and a comprehensive manual into an integrated reference service for benefits managers, HR, employers, and counsel. It's your single source for answers to questions and benefits compliance guidance.

Learn more! Just click on the Full Product Details tab or the Components tab.

Benefits Complete Compliance's integrated features
create the ultimate benefits management tool:

  • Benefits Changes, As They Happen. When new regulations and court rulings affect your policies, you'll learn about it first at Benefits Complete Compliance:

  • Employer Dos and Don’ts. Fast-access overview of your rights and obligations under various benefits laws
  • Conflicts and Contradictions. Plain-English guidance on how benefits laws interact, and how to avoid costly missteps
  • Sample Policies. Ready for you to customize and use at your workplace:

  • Answers to your questions. Post a question and get a speedy response from benefits managers and HR professionals in our Employers Forum:

  • Complete Online Access to the Ultimate Benefits Law Manual. Your subscription inludes both printed and online acccess to Benefits Compliance: Strategies for Plans, Programs, and Policies, a 400+ page volume covering every aspect of leave law:

  • And many more!

Benefits Complete Compliance

Now benefits compliance answers are just a click away...
Benefits Complete Compliance is the online management reference service that integrates all of our benefits information into one essential tool, combining fast online access to a vast library of forms, policies, reports, and step-by-step instructions with a comprehensive yet easy-reading manual prepared by leading benefits lawyers, just for benefits managers, HR professionals, employers and counsel.

Benefits Complete Compliance delivers everything you need to:

  • Answer benefits policy questions from employees, supervisors, and top executives, quickly and with confidence
  • Assess employee claims and make decisions that align with both your organization’s procedures and the myriad laws that regulate workplace benefits
  • Avoid the legal missteps that can result in administrative fines, arbitration awards, jury verdicts and worse
  • Maintain sound benefits policies in the face of changing laws and regulations, and the court decisions that interpret them
  • Execute required reporting, filing, and record keeping responsibilities, without fear of oversight
  • And so much more...

PLUS: You get unlimited access to the ultimate online benefits compliance library:

ERISA in General
  • Plans covered by ERISA
  • Section 510 claims
  • Avoiding interference and retaliation claims
Disclosure and Reporting Obligations for Group Health Plans
  • ERISA disclosure requirements
  • Summary plan description
  • Summary of material modifications
  • Summary annual report
  • Distribution of participant disclosures
  • Who may receive documents electronically
  • Materials furnished upon written request
  • Materials furnished to the secretary of the DOL
  • Documents available for inspection
  • Penalties for failure to comply with disclosure requirements
  • COBRA general, election, subsidy, unavailability and early termination notices
  • HIPAA notices for preexisting condition exclusion, special enrollment notice, and privacy
  • HIPAA certificate of creditable coverage
  • Women’s Health and Cancer Rights Act (WHCRA) notice
  • Newborns’ and Mothers’ Health Protection Act (NMHPA) disclosure
  • Medicare Part D notice
  • Michelle’s Law notice
  • Children’s Health Insurance Program Reauthorization Act of 2009 notice
  • Qualified medical child support orders procedures
  • When and how to file Form 5500
  • Filing deadlines and extensions
  • What is reported on Form 5500
  • Schedules to Form 5500
  • Penalties for failure to file Form 5500
ERISA Fiduciary and Claims Procedures
  • What are fiduciary duties
  • Who is and isn’t a fiduciary
  • Duties Under ERISA
  • Prohibited transactions
  • Statutory and individual exemptions to prohibited transactions
  • Fiduciary liability and penalties
  • Correcting fiduciary breaches or prohibited transactions
  • Claims procedures
  • Time period for making a claim determination
  • Notice of extension of time
  • Appeals procedures
  • Litigation and penalties
Tax Laws and Employee Benefits
  • Fringe and health benefits
  • No-additional-cost services
  • Qualified employee discounts
  • Working condition fringe benefits
  • Automobiles
  • Cash payments
  • Product testing
  • De minimis fringe benefits
  • Subsidized eating facilities
  • Transportation fare
  • Overtime
  • Other meals
  • Commuter vehicle, transit pass, parking, bicycle commuting
  • Qualified moving expenses reimbursement
  • Qualified retirement planning services
  • Miscellaneous excludable fringe benefits
  • Athletic facilities
  • Lodging
  • Life insurance
  • Qualified employer educational assistance and tuition reduction programs
  • Employee stock options
  • Dependent care assistance
  • Adoption assistance
  • Achievement awards
  • Nondiscrimination
  • Valuation
  • Cafeteria plans
  • Reporting requirements
  • Deferred compensation
Laws Related to Group Health Plans
  • Group health plans overview
  • Individuals who must be offered COBRA
  • Qualified beneficiaries
  • Qualifying events
  • Maximum COBRA coverage period
  • Extension of the maximum coverage period
  • COBRA premiums
  • Penalties for noncompliance
  • COBRA subsidy
  • Plans subject to HIPAA portability
  • Preexisting condition exclusion limitations and notices
  • Creditable coverage
  • Special enrollment periods
  • Nondiscrimination requirements
  • Administrative simplification provisions
  • Privacy and Security rules
  • HIPAA Penalties
  • ARRA, HIPAA and HITECH Act requirements
  • Required privacy policy and procedure changes
  • Mental Health Parity and Addiction Equity Act
  • Exemptions
  • Genetic Information Nondiscrimination Act (GINA)
  • Group health plan limitations under GINA
  • Newborns’ and Mothers’ Health Protection Act
  • Women’s Health and Cancer Rights Act requirements, notices and prohibitions
  • Medicare secondary payer rules
Continuation Coverage Requirements
  • COBRA requirements
  • Employers and plans subject to COBRA
  • Qualified beneficiaries and events
  • Coverage requirements
  • COBRA premiums
  • Notices and elections
  • Early termination
  • Extensions
  • Noncompliance penalties
  • Who is subject to FMLA and USERRA and requirements for health plan continuation
  • Health Care Reform’s Impact on USERRA
  • Who is subject to Michelle’s Law
  • Michelle’s Law’s requirements
  • Health care reform’s impact on Michelle’s Law
HIPAA Portability
  • What employers and benefits are covered
  • Benefits exempt from HIPAA
  • Pre-existing conditions
  • Look-back and look-forward rules
  • Certificate of creditable coverage
  • Special enrollment
  • Nondiscrimination
  • Eligibility
  • Premiums and contributions
  • Permissible distinctions and favoritism
  • Wellness programs
  • Interaction with COBRA
HIPAA Privacy and Security
  • Protected health information
  • Business associates
  • The HIPAA privacy rule
  • Permitted uses and disclosures of PHI
  • Required disclosures
  • Individual rights
  • Notice of privacy practices
  • Privacy personnel
  • Workforce training and sanctions
  • Data safeguards
  • Complaints
  • Duty to mitigate
  • Retaliation and waiver
  • Privacy policies and procedures
  • Documentation and records retention
  • Compliance timing
  • The HIPAA security rule
  • Risk analysis
  • Implementation specifications
  • Review and maintenance of security measures
  • Administrative safeguards
  • Security management process
  • Workforce security
  • Information access management
  • Security awareness and training
  • Security incident procedures
  • Evaluation of security policies and procedures
  • Physical and technical safeguards
  • Workstation security
  • Device and media controls
  • Access control
  • Audit controls
  • Organizational requirements
  • Policies, procedures, and documentation
  • Compliance deadlines
  • Breach notification
  • Assessing the risk of harm
  • Notification to individuals, media, HHS
  • Notification by a business associate
  • Electronic Data Interchange (EDI) standards
  • Penalties and enforcement
Other Group Health Plan Issues
  • Medicare
  • Secondary payer rules
  • Medicare Part D
  • Subsidy details
  • Creditable coverage notification
  • Medicare reporting
  • Data match
  • MSP mandatory reporting
  • “Qualified orders”
  • Reasonable Procedures
  • National Medical Support Notices
  • Compliance with QMCSOS
  • Genetic Information Nondiscrimination Act
  • What genetic information is protected
  • Discrimination
  • Obtaining genetic information
  • Inadvertent violations
  • Confidentiality requirements
  • Retaliation
  • Restrictions on genetic information
  • Penalties
  • GINA’s application to wellness plans
  • Health risk assessments
  • Interaction with ADA, Title VII, HIPAA, state genetic discrimination laws and FMLA
  • Litigation
  • Self-reporting requirements
  • Policies and procedures
  • Mental Health Parity and Addiction Equity Act requirements
  • Employee assistance plans
  • Self-insured plans
  • Small employer/plan exemption
  • Mental health conditions and substance use disorders
  • Financial rules and treatment limits
  • Special rule for prescription drugs
  • Increased cost exemption
  • Availability of plan information
  • Newborns’ and Mothers’ Health Protection Act
  • When the minimum stay begins
  • Exception
  • Interaction with state laws
  • Women’s Health and Cancer Rights Act application, notice requirements
Other Laws that Impact Benefit Plans
  • Statutes prohibiting discrimination
  • ADEA
  • Pension/retirement plans: what is permitted and prohibited
  • Equal benefits
  • When benefits do not need to be equal
  • Equal cost defense
  • Offsets
  • Long-term disability
  • Severance benefits
  • Special rules affecting voluntary early retirement incentives
  • Social security bridging
  • Normal retirement bridging
  • ADA
  • Equal access to benefits
  • Preexisting conditions
  • Exemption for benefit plans
  • Bona fide plan
  • Underwriting risks
  • Not a subterfuge for discrimination
  • Title VII
  • Cost and actuarial tables not a defense
  • Special impact on pregnancy
  • Retirement benefits
  • Health insurance benefits
  • Continuation/restoration rights--FMLA
  • Continuation rights for employee benefits
  • Continuation of group health benefits
  • Payment of premiums
  • Benefit continuation and restoration rights
  • Seniority rights
  • Rights not based on seniority
  • Employee pension benefit plans
Other Employer-provided Fringe Benefit Plans
  • Leave-related benefits
  • Worker’s compensation
  • Social Security Disability benefits
  • Disability income plans
  • Unemployment insurance
  • Severance and supplemental unemployment benefits
  • Vacation
  • FMLA and related leave
  • Social Security
  • Life insurance
  • Educational and tuition assistance
  • Qualified transportation fringe benefit plans
  • Adoption assistance
  • Dependent care assistance
  • Relocation assistance
  • Employer-provided meals and lodging
  • Stock-based employee compensation and benefits
  • Nonqualified deferred compensation programs - section 409A

Federal Health Care Reform
  • Individual and employer responsibilities
  • Employers that offer no coverage
  • Employers that offer insufficient coverage
  • Exchanges
  • Grandfathered plans
  • Immediate changes to group health plans
  • Prohibition of rescissions
  • Lifetime and annual coverage limits
  • Preventive services
  • Patient protections
  • Emergency services
  • Primary care providers
  • Obstetrical and gynecological care
  • Extended coverage for dependents
  • Prohibition of preexisting condition exclusions for dependents under age 19
  • Mental Health and Addiction Equity Act requirements
  • Clinical trials
  • Retiree reinsurance program
  • Future changes to health plans
  • Health insurance rating limits
  • Guaranteed availability and renewal
  • Prohibition of preexisting condition exclusions
  • Prohibition on excessive waiting periods
  • Prohibition of discrimination based on health status
  • Wellness programs
  • Taxes and penalties
  • “Free choice vouchers”
  • Small business exemptions and tax credits
  • Tax on high-end (“Cadillac”) plans
  • Minimum essential coverage
  • Recordkeeping and administration issues
  • Internal and external appeals processes
  • Uniform explanation of coverage documents
  • Automatic enrollment
  • Employer notice requirements
  • Employer coverage reporting
  • Health insurance coverage value included on W-2s
  • Other changes/issues of interest to employer-sponsored coverage
  • Employer participation in an exchange
  • Effects on HSAS, MSAS, FSAS, and HRAS
  • CLASS Act

Benefits Complete Compliance has been developed and is updated by leading benefits law authorities

Jared M. Asbury joined Wood Jenkins LLC (formerly known as Wood Crapo LLC), a Salt Lake City, Utah firm in 2009 after working with the IRS Office of Chief Counsel and the Utah State Tax Commission. His practice focuses on taxation (federal, state, and local) and related matters, including estate planning, employee benefits, and business organizations and transactions. Mr. Asbury also has experience in commercial and employment litigation. Mr. Asbury received his LL.M. in Taxation in 2009 from the University of Florida, Fredric G. Levin College of Law, where he was a Graduate Tax Scholar and an Editor of the Florida Tax Review and received his J.D. in 2008 from Brigham Young University, J. Reuben Clark Law School.

Julie K. Athey has written numerous publications for human resources professionals, including the manuals HR Q&A: Family and Medical Leave Act, Wage & Hour Compliance: Practical Solutions for HR, and HR Quicklist: Practical Legal Steps for Responding to Workplace Events. She has also authored numerous HR Executive Special Reports, including Overtime Ins and Outs: How to Comply with the FLSA; How to Comply with COBRA Without Getting Bit; How to Fire Employees Without Getting Burned; You & USERRA: An Employer’s Guide to Military Leave; and Managing Your Workplace in an Electronic Age. Ms. Athey graduated with honors from the University of Tulsa College of Law, where she was an editor of the Energy Law Journal. She also obtained her undergraduate degree in English, cum laude, from the University of Tulsa.

Michael E. Barnsback is a principal with the law firm of DiMuroGinsberg, P.C., a firm located in Alexandria, Virginia. Mr. Barnsback represents clients primarily in the areas of employment law and complex civil litigation. Mr. Barnsback represents Virginia employers in all aspects of employment law including: Title VII, 42 U.S.C. § 1981, ADA, FMLA, FLSA, USERRA, ADEA, Equal Pay Act, EEOC and FEP investigations, OFCCP audits, Affirmative Action Plans, handbook review and drafting, employment contract review and drafting, internal investigations, and employee review, discipline, and terminations. Mr. Barnsback has significant experience in litigation involving business torts, including business conspiracy, tortious interference with contract and business expectancies, unfair competition, trade secret misappropriation, breach of fiduciary duties, and breach of noncompetition agreements.

David Benoit advises employee benefit plan sponsors and fiduciaries on the ever-expanding multitude of statutes and legal issues affecting employee benefit plans. Mr. Benoit has over 15 years of experience with all aspects of health and welfare plans, qualified retirement plans, executive compensation issues, fiduciary compliance and related litigation, as well as extensive experience working with the Department of Labor and the Internal Revenue Service. Prior to founding Benoit Diaz, a firm located in Atlanta, Georgia, in the fall of 2006, Mr. Benoit practiced for over a decade with the national law firm of Alston & Bird, LLP, and spent three years as a Manager in the Benefits Tax group at Deloitte & Touche.

Douglas R. Chamberlain is a senior member of Sulloway & Hollis, P.L.L.C., a law firm based in Concord, New Hampshire. He practices extensively in the employee benefits field, assisting clients with tax and ERISA issues involving their retirement plans and fringe benefit programs of all types. An honors graduate of Harvard College and Columbia Law School, for more than 30 years Mr. Chamberlain has lectured and written extensively on employee benefits and related topics, and since 1987 has been cited by The Best Lawyers in America for his work in this field. He also advises businesses and professional groups, particularly in the health care field, on matters of corporate governance, contracts, and mergers and acquisitions.

Benjamin J. Conley is an associate in the Chicago office of Seyfarth Shaw LLP and focuses his practice on employee benefit plans. Mr. Conley has experience counseling clients on qualified retirement plans, health and welfare plans, and executive compensation. Mr. Conley regularly advises clients on defined benefit and defined contribution plan compliance, including corrections for plan operational errors. He assists clients in drafting plan documents, plan amendments, and participant communications and advises clients on health and welfare plan compliance, including medical and dental plans, cafeteria plans, flexible spending accounts, and dependent care spending accounts. Mr. Conley also counsels clients on plan design decisions relating to COBRA, HIPAA privacy regulations, and health care reform legislation.

Jenifer A. Cromwell is a senior associate with Groom Law Group, Chartered, a Washington, D.C. firm, and a member of the firm’s health and welfare practice group. Ms. Cromwell’s clients include plan sponsors, VEBAs, multiemployer plans, insurers, and other service providers. She advises clients on a wide range of tax issues relating to health and welfare plans, including rules for cafeteria plans, health savings accounts, voluntary employees’ beneficiary associations, and other employee benefit arrangements. Ms. Cromwell also advises clients on compliance matters involving federal laws such as ERISA, COBRA, and HIPAA and various state laws and regulations affecting health and welfare benefits.

Ralph E. DeJong is a partner in the law firm of McDermott Will & Emery LLP and is based in its Chicago office. He focuses his practice on the compensation, executive benefits, and employee benefits of tax-exempt organizations. This includes designing and preparing deferred and incentive compensation arrangements, leading governing boards in the review and approval of executive and physician compensation arrangements, negotiating and preparing executive and physician employment agreements, and analyzing the private inurement and intermediate sanctions implications of executive and physician compensation and benefit arrangements. He serves as executive compensation counsel to the board-level compensation committees of many hospitals, health systems, and other tax-exempt organizations.

Ashley Gillihan is counsel in the Atlanta office of Alston & Bird LLP and a member of the firm's Employee Benefits & Executive Compensation and ERISA Litigation Groups. Mr. Gillihan focuses his practice exclusively on health and welfare employee benefit compliance and litigation issues for employers, health plan administrators, and other health and welfare benefit plan service providers. He also has extensive experience assisting financial institutions and insurance companies who serve as Health Savings Account trustees or custodians. Mr. Gillihan is active in publishing and speaking on various health and welfare benefit plan-related topics and serves as a faculty member and/or technical advisor for several health and welfare benefit plan focused organizations.

David R. Godofsky, F.S.A.,
is the leader of Alston & Bird LLP’s Employee Benefits & Executive Compensation Group and is based in the firm’s Washington, D.C. office. He has a multidisciplinary practice that is unique in the United States. His ability to integrate legal analysis with cost, funding, administration, and benefit design considerations is informed by his education and years of experience as an actuary and consultant. Mr. Godofsky also provides unique subject matter expertise as part of a team of litigators who have represented several major employers in cutting-edge, class action litigation and other “bet the company” litigation matters.

Anne Tyler Hamby is an associate and a member of the Employee Benefits & Executive Compensation Group at Alston & Bird LLP with a practice focus on health and welfare benefits and qualified plans. Ms. Hamby’s practice includes working on design, implementation, and administration matters related to health and welfare benefits and qualified plans. She also assists with employee benefits issues related to corporate mergers and acquisitions and works on various aspects of executive deferred compensation arrangements, including compliance with Internal Revenue Code 409A.
In addition, Ms. Hamby has experience working with health plans regarding compliance with ERISA and HIPAA requirements, including related programs such as cafeteria plans and health reimbursement arrangements.

John R. Hickman is head of Alston & Bird LLP’s Health Benefits Practice where he leads five attorneys devoted exclusively to HIPAA privacy, flexible benefits, and other health and welfare benefit issues. Mr. Hickman has been a pioneer in the consumer-directed health care arena and has worked closely with health plans, financial institutions, and employers as well as the IRS, Treasury, and DOL in developing guidance for tax-favored health reimbursement arrangements (HRAs) and health savings accounts (HSAs). Mr. Hickman has been listed in The Best Lawyers in America, Super Lawyers magazine, and Who’s Who Legal in the employee benefits area. Mr. Hickman has lectured widely and published articles on HIPAA, ERISA litigation, and cafeteria and health plan issues.

Rebecca L. Hudson is a partner in the Denver, Colorado, office of Holland & Hart LLP and is the leader of the firm's Employee Benefits group. Her practice areas include employee benefits, ERISA, governmental plans, executive compensation & 409A, 403(b) & 457 plans, and health and welfare benefits. Ms. Hudson advises employers on virtually all aspects of employee benefits including pension plans, welfare plans, and executive compensation plans and counsels a broad range of clients on employee benefit issues. Ms. Hudson routinely works with large governmental plans to assist the sponsors in keeping the plans tax-qualified and in compliance with complex state laws.

Tamara S. Killion
is an associate with Groom Law Group, Chartered, a Washington, D.C. firm, and her practice includes health and welfare and fiduciary responsibility practice areas. She is actively involved in health care reform, advising and educating clients on compliance. She also works with clients on employee benefit plans, including plan design, claims administration, and compliance with ERISA’s fiduciary responsibility provisions. Additionally, she is involved in advising clients on legislative and regulatory initiatives. Before joining the Groom Law Group, Ms. Killion clerked for the Honorable Carlos F. Lucero of the Tenth Circuit Court of Appeals and then worked for the U.S. Department of Labor as an attorney in the Office of the Solicitor’s Honors Program. In private practice, she has represented employers and plans in ERISA fiduciary litigation and employers in wage and hour litigation and appeals.

Jason P. Lacey is a partner in the Wichita, Kansas office of Foulston Siefkin LLP. He practices primarily in the areas of taxation, employee benefits, and executive compensation. He assists both taxable and tax-exempt employers with a wide variety of tax, employee benefit, and executive compensation matters, including design and administration of welfare benefit plans and qualified and nonqualified pension, retirement savings, and deferred compensation plans, and related compliance issues under the Internal Revenue Code, ERISA, HIPAA, COBRA, and state law. He also regularly represents clients with respect to the tax and business aspects of employment contracts and entity formation and in controversies with the IRS and the Department of Labor. His clients span numerous industry sectors, including manufacturing, health care, insurance, and professional services.

Johann Lee is a member of the Employee Benefits and Executive Compensation group at the Washington, D.C. office of Alston & Bird LLP. Mr. Lee concentrates his practice on health and welfare benefits law issues for employers, associations, insurers, and health care and administrative service providers and is a frequent speaker and author on such matters. His extensive experience in this area covers the full spectrum of issues involved in the proper and efficient design, financing, and delivery of employee health and welfare benefits and related services, including issues under ERISA, HIPAA, and the Internal Revenue Code. He received his J.D. from the Northwestern University School of Law and his B.A. from the University of Michigan.

Elizabeth A. Nedrow is a partner in the Billings, Montana, office of Holland & Hart LLP. Her practice areas include employee benefits, ERISA, executive compensation & 409A, employee stock ownership plan transactions, mergers and acquisitions, and equity compensation. Ms. Nedrow is a Montana native who has been with Holland & Hart since 1995 and is currently the Chair of the firm's Benefits Law Group. She advises employers on virtually all aspects of employee benefits including pension plans, welfare plans, and executive compensation plans.

David W. Powell is a principal with Groom Law Group, Chartered, a Washington, D.C. firm, and has worked on tax and ERISA issues relating to all types of employee pension and welfare benefit plans for over 26 years. He specializes in qualified plans of public companies including 401(k), profit sharing, pension and cash balance plans, and international benefits tax issues. Mr. Powell is a leading expert on the subjects of Employee Stock Ownership Plans (ESOPs) for public companies, nonqualified deferred compensation plans, including SERPs and other types of top hat and executive compensation arrangements and Code section 409A, plans for tax exempt organizations, including churches, and plans for governmental employers. Mr. Powell speaks and writes frequently on these subjects from the perspective of both employers and financial service providers.

Fritz Richter, III, is a member of Bass, Berry & Sims PLC and is based out of the firm’s Nashville, Tennessee office. Fritz Richter has been practicing exclusively in the areas of employee benefits and executive compensation for over 20 years. He advises a large number of clients on the design, implementation, and administration of all types of employee benefit plans and compensation arrangements. Mr. Richter has extensive experience counseling clients on employee benefits issues arising in connection with mergers, acquisitions, and other business transactions. Another significant part of his practice is representing clients on employee benefit matters involving the Internal Revenue Service, the U.S. Department of Labor, and the Pension Benefit Guaranty Corporation, especially in litigation and other disputes, plan audits, and IRS and DOL plan correction programs.

Mary K. Samsa is a member of the Employee Benefits and Executive Compensation practice group in the Chicago office of Polsinelli Shughart PC. In her 15+ years of practice, she has represented a wide range of organizations including, but not limited to, Fortune 100 public companies, privately held companies, multinational organizations, not-for-profit hospital systems, as well as educational institutions. Her primary practice focuses on executive compensation (for both taxable and tax-exempt entities) where she regularly advises on nonqualified deferred compensation arrangements, executive employment arrangements (including the rebuttable presumption of reasonableness for tax-exempt entities), equity compensation arrangements, SEC reporting, Section 162(m) compliance, and change in control issues, to name just a few.

Michael L. Thompson is a shareholder of the national labor and employment law firm Lehr Middlebrooks & Vreeland, P.C. located in Birmingham, Alabama. The firm exclusively represents management throughout the United States in all aspects of the employment relationship, including the defense of employment disputes, counseling employers regarding problem avoidance strategies, conducting HR audits and supervisory training sessions, and employee benefits issues. Mr. Thompson’s practice includes an employee benefits practice focused on assisting employers in maintaining or establishing employee welfare and pension plans in compliance with applicable federal requirements and a business immigration practice.

Jessica Webb-Ayer is an Attorney Editor at M. Lee Smith Publishers LLC. She manages and edits the benefits manual titled, Benefits Compliance: Strategies for Plans, Programs & Policies. She was the editor of the Benefits & Compensation Law Alert and the Benefits & Compensation Law for Nonprofits newsletters and is the editor of the new Benefits Compliance Advisor newsletter. She is also the editor of four workers’ compensation newsletters: California Employers Workers’ Comp Alert, Florida Employers Workers’ Comp Alert, Michigan Employers Workers’ Comp Alert, and Texas Employers Workers’ Comp Alert. She has written and edited several additional publications on labor and employment law, including the Basic Training for Employees series and the trainer’s guides for the revised editions of Stop Sexual Harassment Interactive Training for Supervisors and Stop Sexual Harassment Interactive Training for Employees.

Brigen L. Winters is a principal at Groom Law Group, Chartered, a Washington, D.C. firm of over 50 attorneys that focuses on ERISA and employee benefits issues. Mr. Winters co-chairs the firm's Policy and Legislation practice group and also works with the firm's Executive Compensation, Health and Welfare, Plan Design and Taxation, and Public and Multiemployer Plans practice groups. His practice includes counseling plan sponsors, insurers, and other financial institutions regarding executive compensation, health and welfare and tax-qualified arrangements, and advising plan sponsors, coalitions, and trade associations on legislative and regulatory matters. Mr. Winters returned to the firm in January 2002 after serving for three years as majority tax counsel to the House Committee on Ways and Means. Over the last several years, Mr. Winters has worked extensively on health reform issues that were part of the Patient Protection and Affordable Care Act.