Update For Retirement Plans Post-Windsor

by Fisher Phillips
Contact

Now that some of the dust has settled on the U.S. Supreme Court’s decision in U.S. v. Windsor, employers who haven’t done so already should take immediate steps to review their retirement plan documents and administrative practices to determine if any changes or amendments are needed.

The IRS deadline for amendments to comply with the Windsor decision is December 31, 2014. As background, the Supreme Court’s decision found unconstitutional the portion of the Defense of Marriage Act that barred the federal government from recognizing same-sex marriages.

For employers, this means that any IRS retirement-plan-qualification rule, or any provision of ERISA that applies to your retirement plan based on a participant’s marital status, must apply to a same-sex marriage. An amendment is generally only required if your plan’s terms are inconsistent with the Windsor decision or related guidance (e.g., your plan defines “spouse” as an opposite-sex individual or determines marital status based on a state law that doesn’t recognize same-sex marriages).

The Windsor decision was released and effective on June 26, 2013. For the period beginning June 26, 2013, and ending September 15, 2013, a qualified plan could limit recognition of same-sex marriage to a participant who lived in a state that recognized same-sex marriage (“place of domicile”). Beginning September 16, 2013, retirement plans were required to apply the “state-of-celebration” rule.

Under the state-of-celebration rule, individuals are considered married if the marriage was validly entered into in any state or foreign country, regardless of where they live. Your retirement plan needs an amendment if your plan’s definition of spouse does not comply with Windsor. In addition, if you administered the plan using the place of domicile rule in 2013, your plan or administrative procedures should be amended to reflect the use of that rule.

There are numerous retirement-plan provisions that are impacted by the Windsor decision and an employer must consider same-sex spouses when applying the:

  • Qualified Joint and Survivor Annuity and Qualified Preretirement Survivor Annuity requirements applicable to defined benefit plans and defined contribution plans with annuities;
  • beneficiary designations and spousal consent requirements to designate a non-spouse beneficiary;
  • spousal-consent rules for hardship and in-service distributions or loans;
  • rollover rules allowing a spouse beneficiary of a deceased participant to roll over plan benefits to an IRA or other eligible retirement plan;
  • QDRO rules for a division of marital property under state domestic relations law; and
  • spousal-attribution rules which treat stock owned by a spouse as owned by a participant for purposes of applying certain nondiscrimination and controlled group rules; or when
  • determining whether the participant has a hardship such as medical, funeral, or tuition expenses for a spouse;

There are still many open issues regarding the application of Windsor on an administrative level. Be cautious in crafting administrative policies to ensure the guidelines are properly implemented and administratively consistent.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Fisher Phillips | Attorney Advertising

Written by:

Fisher Phillips
Contact
more
less

Fisher Phillips on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
Sign up using*

Already signed up? Log in here

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Privacy Policy (Updated: October 8, 2015):
hide

JD Supra provides users with access to its legal industry publishing services (the "Service") through its website (the "Website") as well as through other sources. Our policies with regard to data collection and use of personal information of users of the Service, regardless of the manner in which users access the Service, and visitors to the Website are set forth in this statement ("Policy"). By using the Service, you signify your acceptance of this Policy.

Information Collection and Use by JD Supra

JD Supra collects users' names, companies, titles, e-mail address and industry. JD Supra also tracks the pages that users visit, logs IP addresses and aggregates non-personally identifiable user data and browser type. This data is gathered using cookies and other technologies.

The information and data collected is used to authenticate users and to send notifications relating to the Service, including email alerts to which users have subscribed; to manage the Service and Website, to improve the Service and to customize the user's experience. This information is also provided to the authors of the content to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

JD Supra does not sell, rent or otherwise provide your details to third parties, other than to the authors of the content on JD Supra.

If you prefer not to enable cookies, you may change your browser settings to disable cookies; however, please note that rejecting cookies while visiting the Website may result in certain parts of the Website not operating correctly or as efficiently as if cookies were allowed.

Email Choice/Opt-out

Users who opt in to receive emails may choose to no longer receive e-mail updates and newsletters by selecting the "opt-out of future email" option in the email they receive from JD Supra or in their JD Supra account management screen.

Security

JD Supra takes reasonable precautions to insure that user information is kept private. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. However, please note that no method of transmitting or storing data is completely secure and we cannot guarantee the security of user information. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of user information at any time.

If you have reason to believe that your interaction with us is no longer secure, you must immediately notify us of the problem by contacting us at info@jdsupra.com. In the unlikely event that we believe that the security of your user information in our possession or control may have been compromised, we may seek to notify you of that development and, if so, will endeavor to do so as promptly as practicable under the circumstances.

Sharing and Disclosure of Information JD Supra Collects

Except as otherwise described in this privacy statement, JD Supra will not disclose personal information to any third party unless we believe that disclosure is necessary to: (1) comply with applicable laws; (2) respond to governmental inquiries or requests; (3) comply with valid legal process; (4) protect the rights, privacy, safety or property of JD Supra, users of the Service, Website visitors or the public; (5) permit us to pursue available remedies or limit the damages that we may sustain; and (6) enforce our Terms & Conditions of Use.

In the event there is a change in the corporate structure of JD Supra such as, but not limited to, merger, consolidation, sale, liquidation or transfer of substantial assets, JD Supra may, in its sole discretion, transfer, sell or assign information collected on and through the Service to one or more affiliated or unaffiliated third parties.

Links to Other Websites

This Website and the Service may contain links to other websites. The operator of such other websites may collect information about you, including through cookies or other technologies. If you are using the Service through the Website and link to another site, you will leave the Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We shall have no responsibility or liability for your visitation to, and the data collection and use practices of, such other sites. This Policy applies solely to the information collected in connection with your use of this Website and does not apply to any practices conducted offline or in connection with any other websites.

Changes in Our Privacy Policy

We reserve the right to change this Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our privacy policy will become effective upon posting of the revised policy on the Website. By continuing to use the Service or Website following such changes, you will be deemed to have agreed to such changes. If you do not agree with the terms of this Policy, as it may be amended from time to time, in whole or part, please do not continue using the Service or the Website.

Contacting JD Supra

If you have any questions about this privacy statement, the practices of this site, your dealings with this Web site, or if you would like to change any of the information you have provided to us, please contact us at: info@jdsupra.com.

- hide
*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.
Feedback? Tell us what you think of the new jdsupra.com!