Employee Retirement Income Security Act Law and Legal Definition

The Employee Retirement Income Security Act of 1974 (ERISA) is a U.S. federal law that regulates most private sector employee benefit plans, including 401(k) plans, profit-sharing plans, simplified employee pension (SEP) plans, and Keogh plans. Originally intended to address the problem of embezzlement from plan funds by trustees, ERISA sets minimum standards to ensure that such plans are established and maintained in a fair and financially sound manner. The law obligates employers to provide plan participants with the benefits they are promised, and establishes strict penalties for those who fail to do so. It also sets forth vesting requirements—time periods over which employees gain full rights to the money invested by employers on their behalf. ERISA governs most employer-sponsored pension plans, but does not apply to those sponsored by businesses with less than 25 employees.

ERISA outlines a number of requirements for administrators of employee benefit plans. For example, those who manage plan funds are required to manage them in the exclusive interest of plan participants and beneficiaries. In other words, employers are not allowed to use retirement funds set aside by employees for their own purposes. ERISA also requires plan administrators to avoid transactions that would create a conflict of interest, and to respect limitations on the percentage of employee benefit plan funds that can be invested in employer securities.

ERISA also sets rules governing the disclosure of information about the financial condition of benefit plans to participants and to the U.S. government. For example, administrators are required to furnish participants with a summary plan description (SPD) covering their rights and benefits under the plan. In addition, employers must file Form 5500 annually with the Internal Revenue Service to report the financial condition and other information about the operation of the plan. ERISA provides for civil and criminal penalties of up to $1000 per day for failing or refusing to comply with these annual reporting requirements.

In 1996 the Health Insurance Portability and Accountability Act (HIPAA) amended ERISA to improve the continuity of health insurance coverage for employees who terminate their employment with a company. The amendment prohibits employers from discriminating against employees on the basis of health status and sets rules regarding preexisting conditions.

The Consolidated Omnibus Budget Reconciliation Act (COBRA), initially passed in 1985 but amended in 1999 and most recently in 2004 also enhanced the provisions of ERISA. The COBRA provisions enable workers to continue health coverage after losing their jobs and other specified conditions. For more detail, see this volume under Consolidated Omnibus Budget Reconciliation Act (COBRA).

For more information about the provisions of ERISA, see the Department of Labor Web site at http://www.dol.gov.

SEE ALSO Pension Plans; Consolidated Omnibus Budget Reconciliation Act (COBRA)

BIBLIOGRAPHY

Bates, Steve. "Benefits Experts Welcome Final COBRA Rules." HRMagazine. July 2004.

Clifford, Lee. "Getting Over the Hump before You're Over the Hill." Fortune. 14 August 2000.

"DOL Releases Final COBRA Notice Rule." HR Focus. September 2004.

Infante, Victor D. "Retirement Plan Trends." Workforce. November 2000.

Lynn, Jacquelyn. "Request Denied? Protect employees from a health insurance loophole." Entrepreneur. March 2006.

Szabo, Joan. "Pension Tension." Entrepreneur. November 2000.

U.S. Department of Labor. "Health Plans & Benefits." Available from http://www.dol.gov/dol/topic/health-plans/erisa.htm. Retrieved on 4 March 2006.

U.S. Small Business Administration. Anastasio, Susan. Small Business Insurance and Risk Management Guide. n.d.

                                  Hillstrom, Northern Lights

                                 updated by Magee, ECDI