Cline Williams counsels private, governmental, and church-related entities of all sizes on employee benefits and deferred compensation issues.  Our clients include physician practice groups and hospitals, architectural and engineering, sales and service, manufacturing, and construction businesses, public and private colleges and universities, public school districts, housing authorities, trade associations, multiple employer welfare arrangements, voluntary employees’ beneficiary associations, cities, public power districts, insurance companies, and a variety of other businesses and organizations, both for profit and non-profit. Our comprehensive services address all aspects of employee benefits and deferred compensation, including:

  • Advice concerning and preparation of qualified deferred compensation arrangements, including defined benefit and defined contribution pension and profit sharing plans, ESOPs, section 401(k), 403(b), and 457 plans
  • Advice concerning and preparation of non-qualified deferred compensation arrangements, including phantom stock plans, stock appreciation rights plans and other arrangements subject to section 409A
  • Advice concerning and preparation of welfare benefits arrangements, including section 125 cafeteria plans, wrap plans, multiple employer welfare arrangements (MEWA), voluntary employees’ beneficiary associations (VEBA), health plans, and self-insured, fully-insured, funded and unfunded welfare benefit arrangements
  • Advice concerning and preparation of wellness plans
  • ESOP transactions, including sales of company stock to and from ESOPs
  • Plan design, preparation of plan documents, qualification of plans with the IRS, as well as terminations, freezes, mergers, and re-designs
  • U.S. Department of Labor and IRS audits
  • Patient Protection and Affordable Care Act, including Employer Shared Responsibility reporting requirements
  • COBRA continuation coverage, HIPAA portability requirements, and other health insurance and fringe benefit issues
  • Advice for fiduciaries regarding their obligations and responsibilities related to retirement and welfare benefits plans
  • Employee benefits issues that arise in connection with mergers and acquisitions

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