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BPAS
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Cash Balance/ Defined Benefit Plan Administrator Steidle Pension Solutions, LLC
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BPAS
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Retirement Relationship Manager MAP Retirement
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Pentegra
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Retirement Plan Administration Consultant Blue Ridge Associates
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MAP Retirement
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Southern Pension Services
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BPAS
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Managing Director - Operations, Benefits Daybright Financial
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July Business Services
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Relationship Manager for Defined Benefit/Cash Balance Plans Daybright Financial
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Retirement Plan Consultants
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Regional Vice President, Sales MAP Retirement USA LLC
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ESOP Administration Consultant Blue Ridge Associates
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Anchor 3(16) Fiduciary Solutions
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Free Newsletters
“BenefitsLink continues to be the most valuable resource we have at the firm.”
-- An attorney subscriber
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Search the News Archive
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164 Matching News Items |
| 1. |
Nixon Peabody LLP
Oct. 5, 2004
6 pages. Articles include: Getting burned by ignoring people with 'colorable' claims to plan participation; Court holds that ERISA forbids a plan from recouping excess benefit payments in court; Anti-cutback rule KOs suspension of benefits amendment.
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| 2. |
Text: Nixon Peabody's September 2004 Benefits Briefs: Legal Developments for Employee Benefits (PDF)
Nixon Peabody LLP
Oct. 5, 2004
7 pages. Articles include: What's discrimination in the design of ERISA plans?; Elect-it-yourself tax treatment for disability benefits; Insurance companies as plan fiduciaries; Retiree health benefits--Vested or not?
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| 3. |
Nixon Peabody LLP
Nov. 2, 2025
"AI is being used to streamline tasks such as verifying eligibility, adjudicating claims, and reconciling payroll. Service providers are deploying systems that can detect anomalies in claims data and tailor outreach based on participant demographics and financial needs.... Errors, such as misclassified procedures or misallocated funds, can occur, and accountability ultimately rests with the plan fiduciary, regardless of the technology involved.... Vendor relationships should be structured to allow for ongoing monitoring and documentation of AI-driven decisions."
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| 4. |
Nixon Peabody LLP
Oct. 23, 2025
"Specified-disease policies for infertility can be offered today if insured and noncoordinated. Excepted benefit HRAs can reimburse out-of-pocket fertility expenses within indexed limits. EAPs may include fertility navigation supports without becoming significant medical coverage. With potential rulemaking on the horizon, sponsors should align near-term offerings with current rules and be ready to evaluate new limited excepted benefit options as they emerge."
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| 5. |
Nixon Peabody LLP
Oct. 22, 2025
"Tax-exempt sponsors must amend 457(b) plans by the December 31, 2025, deadline to comply with SECURE Act and SECURE 2.0 -- no extensions apply. RMD age increases, beneficiary rules, and automatic cash-out maximums may require updates; sponsors should align documents and operations now to avoid issues."
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| 6. |
Nixon Peabody LLP
Oct. 13, 2025
"As open enrollment begins, employers should be strategic and consistent about communicating these changes to employees."
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| 7. |
Nixon Peabody LLP
Oct. 5, 2025
"[1] Conduct an independent legal review.... [2] Consider a request for proposals (RFP).... [3] Identify above-market pricing and hidden revenue.... [4] Renegotiate or implement new terms.... [5] Audit for overcharges.... [6] Educate your fiduciaries. "
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| 8. |
Nixon Peabody LLP
Sept. 24, 2025
"Final regulations also provide some clarity on the optional 'super' catch-up contributions that were permitted starting on 2025. Plan sponsors have several design and administrative decisions to make before implementing these changes, and plan amendments reflecting these changes are due by December 31, 2026."
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| 9. |
Nixon Peabody LLP
Sept. 15, 2025
"New York State plans to end its Section 1332 Waiver and revert to the Basic Health Program due to major federal funding cuts. Essential Plan eligibility will be limited to residents with incomes up to 200% of the Federal Poverty Level (FPL). The state is seeking comments on the proposed transition through October 10, 2025."
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| 10. |
Nixon Peabody LLP
Sept. 4, 2025
"Effective January 1, 2026, the amendment to RSA 275 introduces employee leave in New Hampshire, granting employees at workplaces with 20 or more employees up to 25 hours of unpaid, job protected leave annually to attend certain medical appointments related to childbirth, postpartum care, and pediatric care for their children within the first year of birth or adoption."
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