A district court found that a claim seeking restitution to the plan for losses incurred as a result of a breach of a fiduciary duty under ERISA has the right to a jury trial. This will be an important issue to follow as the creation of a right to a jury trial could fundamentally alter the nature of ERISA litigation.

At 2 p.m. ET on Oct. 2, EBN and EBA will offer a web seminar on issues relating to ACA implementation and what they mean for employers – whether or not they plan having their workers participate in ACA marketplaces.

Privacy practices and business associates agreements should, in most cases, be updated by Sept. 23.

The Department of Labor is pushing back its timeframe for releasing a highly anticipated proposal for expanding fiduciary responsibilities for advisers who work with retirement plans.

While most employers are focused on the larger 'Obamacare' fines than be levied against a plan, they shouldn't lose sight of a slew of smaller penalties that can really add up.

The U.S. House of Representatives voted today on key legislation for brokers to practice in multiple states. Find out more and its status in the U.S. Senate.

While employers may welcome the federal guidance, there may still be state tax issues that complicate the administration of same-sex benefits.

Last week the Internal Revenue Service confirmed that they will consider a same-sex couple married for federal tax purposes if they were married in a state or foreign country that recognizes same-sex marriage regardless of where the couple resides. Here are additional details on what employers should know about and what action they should take on the recent guidance, stemming from the U.S. Supreme Court’s historic ruling on DOMA in June.

The U.S. Department of Labor has provided guidance on Family and Medical Leave Act protections for same-sex couples. The guidance follows the U.S. Supreme Court’s decision to strike down Section 3 of the Defense of Marriage Act, which fundamentally changed how the federal government treats same-sex marriages.

In response to Monday's legal reminder about the Oct. 1 ACA employee communications, we’re bringing you more information on the requirements.

In response to last week’s legal reminder about the Oct. 1 ACA employee communications, we’re bringing you more information on the requirements.

The Q&A sheds light on how the Supreme Court decision will affect income tax and estate planning issues, as well as employee benefit plans, leave policies, and other opportunities that companies give married workers.

With the recent employer mandate delay, some businesses might be overlooking the requirement to provide a notice to employees about health insurance coverage that may be available through a public exchange. Advisers should remind clients about this important requirement.

The big five vary in importance depending on the claims asserted and the underlying issues, but they’re almost always included among documents produced in employment litigation.

Before heading out until September, Congress heard testimony from top CMS and IRS officials. Find out what these testimonies said about the health care reform law, now that the insurance exchanges are less than two months away from opening.

Lawyer Garrett Fenton speaks to EBN about the Affordable Care Act's transitional reinsurance program and why employers need to start preparing for it now.

This month, Gov. Cuomo announced that health insurance plan rates that will be offered through New York’s Health Benefits Exchange have been approved. There was much made in the press about the individual market rates that will be offered in 2014 and how they are at least 50% lower than current rates. As with understanding penalties, really evaluating the exchanges takes a little deeper review of the figures.

In a move to align 401(k) and 403(b) disclosures to employees with other required communications, the DOL has issued a delay that employers need to be aware of.

The Supreme Court's decision striking down the federal Defense of Marriage Act is being hailed as a huge victory for same-sex couples, but the ruling makes benefits administration for employers even more complicated than before.

To pass nondiscrimination testing, employers may want to consider safe-harbor plans.