Employee Benefit Laws

Employee Federal law that sets minimum standards for

most voluntarily established pension and health
Retirement
plans in private industry to provide for
Income Security individuals in these plans.
Act of 1974
(ERISA) ERISA requires plans to provide participants with
plan information including important
information about plan features and funding;
provides fiduciary responsibilities for those who
manage and control plan assets; requires plans
to establish a grievance and appeals process for
participants to get benefits from their plans; and
gives participants the right to sue for benefits
and breaches of fiduciary duty.
Social Security Act An act to provide for the general welfare by
of 1935 (SSA) establishing a system of Federal old-age
benefits, and by enabling the several States to
make more adequate provision for aged
persons, blind persons, dependent and crippled
children, maternal and child welfare, public
health, and the administration of their
unemployment compensation laws; to establish
a Social Security Board; to raise revenue; and
for other purposes.
Senior citizens Repealed the Social Security earnings limit.
Freedom of Work
Act of 2000
(SCWFA)
Older Workers Amended the Age Discrimination in Employment
Act (ADEA) to prohibit employees from
Benefits
discriminating against older workers by denying
Protection Act of certain health benefits to them
1990 (OWBPA)
 Employee Benefit Laws
The Consolidated Gives workers and their families who lose their
health benefits the right to choose to continue
Omnibus Budget
group health benefits provided by there group
Reconciliation Act health plan for limited periods of time under
(COBRA) certain circumstances such as voluntary or
involuntary job loss, reduction in hours worked,
transition between jobs, death, divorce, and
other life events. Qualified individuals may be
required to pay the entire premium for coverage
up to 102% of the cost to the plan.

COBRA generally requires that group health plans

sponsored by employers with 20 or more employees
in the prior year offer employees and their families
the opportunity for a temporary extension of health
coverage (called continuation coverage) in certain
instances where coverage under the plan would
otherwise end
The Family and Covered employers must grant up to a total of
12 workweeks of unpaid leave during any 12-
Medical Leave Act
month period for one of the following reasons
of 1995 (FMLA) • For birth and care of the newborn child of
the employee
• For placement with the employee of a son
or daughter for adoption or foster care
• To care for an immediate family member
(spouse, child, or parent) with a serious
health condition; or
• To take medical leave when the employee
is unable to work because of a serious
health condition.