ERISA Litigation

Overview

Schiff Hardin attorneys have been providing plan sponsors, fiduciaries, service providers, and Taft-Hartley trustees with effective representation in all aspects of ERISA litigation in courts across the country for decades.

Led by a former trial attorney from the ERISA litigation division of the U.S. Department of Labor (DOL), our team is composed of skilled trial lawyers who are knowledgeable in the complexities of ERISA, and collaborate with the firm’s Employee Benefits and Executive Compensation Group. Our strengths include:

  • Trial, settlement, and appeal of complex ERISA fiduciary breach cases involving the government and private parties
  • Defending benefit claims litigation
  • Defending DOL investigations of fiduciaries and non-fiduciary service providers
  • Compliance with ERISA and tax laws

We have extensive experience representing clients under investigation by the DOL, and have helped many avoid further action by the DOL.

We represent plan fiduciaries, directors and officers, as well as plan service providers in class actions and other litigation alleging violations of ERISA’s fiduciary standards of care in a variety of contexts, including:

  • Fiduciary breach allegations involving the selection and monitoring of service providers
  • Retention of company stock in the 401(k) menu
  • Claims related to self-dealing and prohibited transactions
  • Subrogation and benefit claims
  • Participant challenges to downsizing and severance claims

We regularly help clients maneuver through the complexities of terminating defined benefit plans and represent clients in cases involving the Pension Benefit Guarantee Administration. We also defend clients in actions alleging delinquent contributions to Taft-Hartley plans or in actions involving the assessment of withdrawal liability.

Employment Law Landscape

EEOC Compliance Update: Employers Must Now Also Submit 2017 EEO-1 Component 2 Data by September 30

The U.S. Equal Employment Opportunity Commission (EEOC) has updated last week’s statement, described here, to confirm that in addition to 2018 “Component 2” pay data, it will now also be seeking data for calendar year 2017 by the September 30 deadline. While EEO-1 compliance for 2019 appears to be a moving target, employers should plan... Continue Reading

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