IRS issued a reminder that employers who offer educational assistance programs can also use them to help pay for their employees’ student loan obligations through Dec. 31, 2025. These programs rely...
The value of water has risen in the U.S. especially in areas where droughts have become more prevalent. Though water rights can be transferred between entities, there are restrictions, limitations, and...
Fall is just around the corner, and new M&A associates will receive their first assignments. Reviewing due diligence is not just a rite of passage, it is an invaluable task that impacts negotiations...
Life sciences attorneys must understand the PTO’s duty of candor and good faith because failure to satisfy the duty can have dire consequences, including a holding of patent unenforceability. This...
Do you need to help California employers dealing with employees who use marijuana? Read our new practice note, Marijuana Issues for Employers (CA) , by Mike Guasco of Guasco Employment Law, P.C. READ...
A recent case in the Eighth Circuit makes clear that plan documents, and what they say, are important. We know this, but sometimes, especially in welfare benefit plans, the particulars aren’t always spelled out. ERISA plans often require participants to exhaust internal claim procedures before they can take the plan, or its fiduciaries, to court. In this Eighth Circuit case, the claim denial letter to a life insurance beneficiary required exhaustion, but the plan document didn’t. ERISA requires that the terms of an employee benefit plan be committed to written plan documents so that plan participants, by reviewing those documents, can learn their rights and obligations under the plan. So said the court, too.
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