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Course Details

Course Information
  • smart_display Format

    On-Demand

  • signal_cellular_alt Difficulty Level

  • work Practice Area

    ERISA

Date & Time
  • event Date

    Wednesday, March 25, 2020

  • schedule Time

    1:00 p.m. ET./10:00 a.m. PT

  • timer Program Length

    90 minutes

Credit Information

  • This 90-minute webinar is eligible in most states for 1.5 CLE credits.

$347.00
CLE
ALL

This CLE course will guide ERISA counsel, plan sponsors, and employers on the impact of the SECURE Act on retirement plans (including 401(k), 403(b), and defined benefit pension plans) and critical challenges for ERISA compliance. The panel will discuss key provisions of the SECURE Act and key plan administration challenges, the expansion of part-time employee eligibility, changes impacting safe harbor 401(k) plans, new lifetime income disclosure requirements, annuity options for defined contribution plans, and other compliance challenges for plan sponsors and employers.

Faculty

Seth J. Safra
Partner
Proskauer Rose LLP

Mr. Safra advises clients on compensation and benefit programs. His experience covers a broad range of retirement plan designs, from traditional defined benefit to cash balance and floor-offset arrangements, ESOPs and 401(k) plans—often coordinating qualified and non-qualified arrangements. Mr. Safra also advises on ERISA compliance for investments, including the U.S. Department of Labor’s new conflict of interest (fiduciary) rules.

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Paul M. Hamburger
Partner
Proskauer Rose LLP

Mr. Hamburger is co-chair of the Employee Benefits & Executive Compensation Group and head of the Washington, DC office. He is also a leader of the Practice Center’s health and welfare subgroup and a member of Proskauer’s Health Care Reform Task Force.

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Description

The SECURE Act contains several provisions that significantly change qualified retirement plan design and operation. ERISA attorneys, plan sponsors, and employers must recognize the impact of the SECURE Act and prepare for IRS and DOL interpretations and requirements.

Key provisions of the Act will undoubtedly present administrative and compliance challenges for plan sponsors and employers. The SECURE Act provides for an expansion of plan participation of part-time employees, new nondiscrimination relief for closed defined benefit plans, and increased penalties for failure to file returns and notices. Also, the Act includes rule changes impacting plan distributions, withdrawals, and loans along with safe harbor 401(k) plans and annuity options under defined contribution plans.

Listen as our panel discusses the key provisions of the SECURE Act and how it will impact retirement plan design, implementation, and administration, as well as offer best practices for ERISA compliance for plan sponsors and employers.

Outline

  1. SECURE Act; recent developments and remaining issues
  2. Plan administration and compliance challenges
    1. Part-time workers
    2. Nondiscrimination
    3. Annual reporting
    4. Penalties
  3. Impact on plan distributions, in-service withdrawals, and loans
  4. Impact on safe harbor 401(k) plans
  5. Other key items and best practices for plan design and implementation

Benefits

The panel will review these and other vital matters:

  • What should plan sponsors and employers know about the SECURE Act, and what should they do about it?
  • What are the recent developments, fundamental changes, and unresolved issues of the SECURE Act?
  • What are the risks and potential pitfalls of the SECURE Act?