Bill G. Freudenrich Of Counsel |  | |
Biography
Bill Freudenrich is an employee benefits attorney with specific expertise in retirement plan design, deferred compensation, mergers and acquisitions, plan terminations, leased employees, self-insured medical plan design, COBRA and HIPAA compliance.
Bill represents both multi-employer plans and participating employers on funding issues concerning withdrawal liability, reorganization issues and collection of delinquent contributions. He has advised lending institutions of the risk associated with loans to employers that participate in multi-employer plans. Bill also provides ongoing counseling to multiple tax-exempt and governmental healthcare institutions in the areas of open meeting requirements, executive compensation, Section 403(b), Section 457(f), Section 457(b) and Section 401(a).
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Representative Experience
- Counseled multi-employer plans on the requirements of withdrawal liability, collection of delinquent contributions, funding requirements and prohibited transactions
- Counseled financial institutions on the risks associated with loans to employers that are subject to collective bargaining agreements
- Performed forensic qualified plan audits to determine total plan expenses
- Designed and drafted deferred compensation plans for both tax-exempt and corporate entities
- Assisted clients with the rehabilitation of qualified retirement plans that have incurrred a "qualification" failure through the IRS EPCRS program
- Counseled employers on the design, drafting and administration of self-insured medical plans and qualified retirement plans
- Assisted employers in the preparation of Request for Proposals (RFPs) in the selection of Third Party Administrators (TPAs), Registered Investment Advisors (RIAs) and custodians for qualified retirement plans
- Assisted in complex litigation of employee benefit issues, including but not limited to, TPA negligence, Multiple Employer Welfare Associations (MEWAs), insolvency, disability claims, breach of fiduciary duty claims, prohibited transactions, determination of ERISA vs. Governmental status, and Employee Stock Ownership Plans (ESOP) valuation issues
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