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Non-Qualified Plan Litigation Reversal: Snatching Victory from the Jaws of Defeat
Winston & Strawn LLP Link to more items from this source
Jan. 15, 2014
"Many of the putative class members actually vested in and received more shares under the Retirement Award vesting schedule than they would have if they had been paid under ERISA's minimum vesting schedules. Plan participants who have already been paid benefits equal to or in excess of what they would have received under ERISA vesting have no viable cause of action in this case." [Bond v. Marriott Int'l, Inc. (D. Md. Aug. 9, 2013)]

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