Although the broader labor market continues to struggle, the contingent labor pool has exploded. In fact, according to the DOL, temporary help service organizations added 48,000 jobs in February 2010. That’s the 7th straight month of growth for this industry.
Hidden in this good news, however, is a potential minefield for any employer that utilizes contingent workers (e.g., leased employees, part-timers, independent contractors).
So, before your organization dips its toes back into the employment pool you need to properly navigate these rough waters to ensure your employee benefit plans are structured and drafted to clearly delineate the classes of workers that are eligible and those that are not. Learning Objectives
Faculty:Adam Greetis, Partner, Seyfarth Shaw LLP
- Identify and collect the appropriate documents to review
- Properly review eligibility conditions and exclusionary provisions
- Understand interpretative issues relating to benefit eligibility
- Develop clear and precise definitions for your plans
- Develop strategies to effectively limit benefit eligibility
- Appreciate the unique pitfalls in service-based exclusions in retirement plans
Mr. Greetis is a partner in the Employee Benefits & Executive Compensation Department of Seyfarth Shaw LLP. Seyfarth Shaw LLP maintains one of the nation’s largest groups of attorneys practicing Employee Benefits and Executive Compensation Law. Mr. Greetis, has a broad-based, comprehensive practice which involves all areas of employee benefits law including issues impacting retirement plans, health and welfare plans and executive compensation arrangements.