Department of Labor Proposes Regulation to Allow Associations and PEOs to Sponsor Retirement Plans
Proposed rule defines a PEO as an employer under ERISA and clarifies rules for PEOs to offer retirement benefits
On October 22, 2018, the Department of Labor (the “Department”) issued a notice of proposed rulemaking (“NPRM”) to facilitate and expand the availability of multiple employer defined contribution plans (“MEPs”). The NPRM provides clarity regarding the types of “bona fide” groups or associations of employers as well as professional employer organizations (“PEOs”) that are permitted to sponsor retirement plans.
The NPRM is similar in many material respects to the Department’s recently finalized Association Health Plan regulation, and it retains many of the criteria set forth in that regulation as the basis for establishing whether an association is “bona fide” (e.g., commonality and substantial business purpose requirements).
With respect to PEOs, the NPRM:
- Provides a comprehensive federal law definition of a “bona fide” PEO. Defines a “bona fide” PEO as an “employer” for purposes of ERISA section 3(5).
- Characterizes 401(k) plans sponsored by a “bona fide” PEO as a type of multiple employer plan or MEP.
- Provides a regulatory safe harbor to be a “bona fide” PEO for:
Certified PEOs (“CPEOs”) within the meaning of federal tax law, and;
Non-CPEOs that meet certain criteria discussed below. Preamble language states that nothing contained in the Proposed Regulation affects whether an entity assumes joint- employer status over the participating employees.
Comments are requested on a host of issues, including regarding “joint employment” and the need for transitional guidance or a grandfather rule. Comments on the NPRM are due by December 21, 2018
A copy of the NPRM can be found here.
A detailed summary of the NPRM prepared by Seth Perretta and Malcolm Slee of the Groom Law Group can be found here.