Overview
From strategic design of cost-effective benefit programs to navigating complex legal and tax issues, we empower businesses to enhance recruitment, retention, and overall employee satisfaction.
In addition to the foundational work on day-to-day employee benefits and executive compensation matters, our experienced Bricker Graydon team offers a comprehensive suite of services encompassing the entire spectrum of benefits and executive compensation. Catering to employers of all sizes in a number of different industries, including private section, tax-exempt and public organizations, our experience includes drafting and reviewing various documents such as retirement and welfare plan documents, deferred compensation plans, and agreements with executives.
Our dedicated team navigates a multitude of intricate issues, including operational compliance with the Internal Revenue Code, ERISA fiduciary matters, prohibited transactions, COBRA compliance, HIPAA regulations, and Affordable Care Act compliance. Furthermore, we zealously represent employers in dealings with regulatory bodies such as the IRS, DOL, HHS, and PBGC. This representation spans audits, investigations, and error corrections, showcasing our commitment to compliance and mitigating potential risks. Additionally, we collaborate closely with our litigation attorneys, providing valuable insights and assistance in resolving benefit and compensation disputes.
We have a team of attorneys that assists clients in designing and administering compensation arrangements for their executives. While employers have a great amount of latitude in designing their executive compensation programs, Internal Revenue Code rules have complicated the design and administration of these programs. We help our clients design plans that meet their business needs while complying with all applicable regulations.
At Bricker Graydon, our holistic approach and extensive services make us a reliable partner for businesses navigating the intricate landscape of employee benefits and executive compensation.
Who We Represent
- Employers/Plan Sponsors/Plan Administrators
- Third-Party Administrators (TPAs) and Recordkeepers
- RIAs and Other Investment Advisors
- Brokers and Consultants
Professionals
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Insights
News
Publications
Blog Posts
- EEOC Cracks Down on Harassment of Transgender EmployeesBlog Post
- Retirement Plan Limit and Catch-up Contribution Modifications for 2025Alert
- Navigating ESOP Transactions: Essential Steps to Minimize DOL Scrutiny from the StartBlog Post
- Getting Ahead: Is Your Plan Prepared for the Mental Health Parity Fiduciary Certification Requirements?Blog Post
- You May be Able to Increase Health Plan Premiums and Stay Affordable in 2025Blog Post
- Final Warning: Distributions to Beneficiaries Must Begin in 2025Blog Post
- Actions Needed to Get Your Health Plan in Compliance With the New HIPAA RulesBlog Post
- “S” Corp? Law Change May Make an ESOP More AppealingBlog Post
- Which Should You Choose: Health Savings Accounts vs. Health Reimbursement AccountsBlog Post
- Summer's Hot Debate: Does a Self-Funded Group Health Plan Cover Gender-Affirming Care?Blog Post
- New Plan Distributions are Becoming OperationalBlog Post
- Did Your Auditors Find an Error During Your Plan Audit?Blog Post
- Is Your Plan Deductible High Enough?Blog Post
- For Many Tax-Exempt Employers - Thanks to IRS Excise Taxes - Costly Executives Have Become Even CostlierBlog Post
- I’ll Gladly Pay You Tuesday for an Education Today - Helping Employees Manage the High Cost of a College EducationBlog Post
- The Health Plan Fiduciary Maze: New Lawsuit Highlights Need to Navigate Carefully in the Era of TransparencyBlog Post
- Too Little, Too Late? Plan Contribution Timing Requirements and How to Correct DelaysBlog Post
- 403(b) Compliance Check – Universal Availability and the Student-Employee and Part-Time Employee ExclusionsBlog Post
- Is Your School District Health Plan Subject to HIPAA?Blog Post
- Pension Risk Transfer Considerations and Recent Litigation - A Case of Imprudent “Passing the Buck” or Sound Risk Management?Blog Post
- Knock Knock, Is Anyone Home? Do You Know Where Your “Missing” Retirement Plan Participants Are?Blog Post
- Can I Use the DOL Calculator for Earnings on Error Corrections?Blog Post
- 2024 Inflation Adjustment to DOL PenaltiesBlog Post
- The Gift That Keeps on Giving: New IRS Guidance on Roth Employer Contributions
- Unicorn, Ostrich, or Okapi? Fiduciary Duties for Governmental Retirement Plan SponsorsBlog Post
- Small Change to Cash-Outs Could have Large Financial EffectBlog Post
- 403(b) Plans – Not Your Average Salary Deferral PlanBlog Post
- Do you Have the Proper Document in Place to File a Single 5500 for your Welfare Plans?Blog Post
- HHS Issue Six Figure Penalty for Ransomware AttackBlog Post
- Forfeitures Accounts – The Next New Topic of ERISA Litigation Trends & Should You Be Concerned?Blog Post
- The Who, the When and the “Oh, No” of 401(k) Plan NoticesBlog Post
- Widespread Retirement Plan Limit Changes for 2024Blog Post
- Investment Committee Best Practices – If a Prudent Decision Was Made and No One Documented it, Did it Happen?Blog Post
- Beneficiary Designations – Plan Sponsor Best PracticesBlog Post
- Departments Roll Back Enforcement Discretion in New Guidance on Transparency in Coverage RulesBlog Post
- Have You Been Counting Those Long-Term Part-Time Employee Hours? Initial Plan Year Eligibility is Fast Approaching.Blog Post
- How SECURE 2.0 Impacts 403(b) PlansBlog Post
- Gag Clause Attestations due December 31, 2023Blog Post
- Avoiding the Cost of an Annual Plan Audit Just Got Easier for Thousands of EmployersBlog Post
