In light of the rapidly changing coronavirus (COVID-19) situation, Troutman Sanders and Pepper Hamilton have postponed the effective date of their previously announced merger until July 1, 2020. The new firm – Troutman Pepper – will feature 1,100+ attorneys across 23 U.S. offices. Read more.


Employee Benefits and Executive Compensation

LEADERSHIP: David M. Kaplan

Pepper Hamilton LLP maintains a sophisticated, national practice advising employers, boards of directors and investors regarding the design, drafting, implementation, communication and operation of employee benefit plans and executive compensation arrangements. 

Employee Benefits 

In the Employee Benefits area, we counsel employers regarding all types of welfare benefit and retirement plans (including defined benefit plans, ESOPs and multiemployer plans). We also represent plan sponsors and fiduciaries in investigations and audits by government regulatory agencies, including the Internal Revenue Service (IRS), the U.S. Department of Labor, the Pension Benefit Guaranty Corporation and state agencies. We are currently devoting significant attention to the following types of matters: 

  • advising employers regarding tax, fiduciary and securities law issues implicated by the contribution of employer stock to qualified retirement plans
  • advising buyers and sellers regarding the employee benefits aspects of corporate transactions (including the post-transaction integration of acquired employee populations and the merger or termination of legacy plans)
  • identifying qualified plan defects and correcting those defects through IRS voluntary compliance mechanisms
  • negotiating service agreements with plan trustees, third party administrators and other vendors.

Executive Compensation 

In the Executive Compensation area, we counsel regarding executive employment, change in control, retention and separation arrangements, equity-based compensation programs, annual and long term incentive plans, supplemental executive retirement programs and excess benefit and deferred compensation plans. 

We advise publicly traded companies regarding governance concerns and best practices, reporting and disclosure requirements, and tax planning matters. For example, we currently are devoting significant attention to the following types of matters: 

  • advising boards and compensation committees regarding required and best practices regarding the design and grant of equity-based incentives, severance commitments and change in control rights
  • advising boards and compensation committees in the development of executive and director stock ownership guidelines
  • drafting equity plan proposals and executive compensation disclosures in accordance with SEC rules and the continually evolving expectations of institutional investors and their advisors (such as ISS and Glass Lewis)
  • advising employers regarding compliance with Section 409A
  • analyzing existing severance and change in control commitments to model potential liabilities and tax consequences under Section 280G
  • advising employers regarding recent changes to Section 162(m) and the scope of available grandfathering for existing arrangements
  • negotiating executive arrivals and departures and drafting related agreements and Form 8-K disclosures.

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