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Larry GrudzienAttorney at Law
Benefit Issues Raised in Mergers and
Acquisitions
ABOUT LARRY
About LarryLawrence (Larry) Grudzien, JD, LLM is an attorney practicing exclusively in the field of employee benefits. He has experience in dealing with qualified plans, health and welfare, fringe benefits and executive compensation areas. He has more than 35 years’ experience in employee benefit law. Mr. Grudzien was also an adjunct faculty member of John Marshall Law School’s LL.M. program in Employee Benefits and at the Valparaiso University’s School of Law.
Mr. Grudzien has a B.A. degree in history and political science from Indiana University, J.D. degree from Valparaiso University School of Law and LL.M. degree in tax from Boston University School of Law. He is a member of Indiana and Illinois Bars.
1. Types of Transactions
2. Steps to consider in getting ready
3. Effects on benefit programs
• Health plans
• Other health and welfare plans
• Other benefit issues
• Retirement plans
• Controlled group issues
• Executive plans
• Management issues
4. Due Diligence
5. Summary of actions
6. Questions
AGENDA
• Stock Purchase
• Asset Purchase
• Mergers
• Acquisitions
• Spin-Offs
Types of Transactions
• Qualified retirement plans
• Cafeteria Plans
• Health & Welfare Plans
• Other benefits
• Executive plans
• COBRA
Benefits Affected
• Buyer is buying the entire stock of the Target
• Target will either disappear entirely or be a subsidiary of Buyer
• Target employees become Buyer employees at closing
• Buyer assumes all obligations & liabilities of Target
Stock Purchase
• Buyer is purchasing certain assets of Target
- Can be all assets of Target, leaving a shell
of a corporation behind
- Can be a particular location or division of Target
• Target employees remain employees of Target,
unless hired by Buyer
• Target retains all responsibility for benefit plans
(with a few exceptions)
Asset Purchase
Following the close, what happens to Target?
• Absorbed within Buyer (merger)
- Treated like any other
buyer division
- Same buyer benefit structure,
generally
• Stand alone business (acquisition)
- With separate benefit structure, or
- With Buyer’s benefit structure
Merger or Acquisition
• No other entity involved
• Company decides to spin off a division
- Often “sold to management of division”
- Being set up for possible future sale
• Asset Sale
• Benefit Plans
- Continue in parent company plans
- Establish new plans
Spin-off
• Negotiations have been
taking place for weeks
• No one has informed HR
regarding the deal
until it is almost done
• HR has a few days or a week
to prepare for the change
• Be careful, deal can collapse
at the last minute
Common Situation
• Inventory plans
• Collect plan documents
• Collect plan data
• Decide on fate of future benefits
• Some things must happened before closing
• Some things cannot happen before closing
First Step in Process
• Be careful when to communicate
• Deals fall through or change
• Keep rumors to a minimum
• Prepare a variety of communications
based on possible alternatives
• Must work with senior management in
preparing any communications
Employee Communications
• Particular issues depends on the type of plan involved
• Pay close attention to Plan specifics
• Carefully review all administrative contracts
and insurance contracts
• Review possible state and federal notice and disclosure
requirements before and after the transaction
Specific Plan Issues
• Stock sale – buyer assumes liability for health benefits
unless terminated before transaction
- Is plan documentation in order
- All reporting, notices and disclosures completed?
- How does level of benefits compare with Buyer
• Asset sale – liability stays with the Seller
- Will Seller terminate all plans?
- Were all required notices given to employees?
Health Plans Self-Insured
Key Questions regarding Target Plan if assuming:
• Are there sufficient funds to covered incurred
but unreported claims?
• Are assets held in VEBA?
• Is the stop loss coverage adequate?
• Any future large claims made but not paid?
• COBRA Administration? Any offers outstanding?
Health Plans Self-Insured
Merge with Buyer Self-insured Plan
• Any issues with stop loss coverage
• Administration
• Reporting
• Possible Claims Administration
• Any nondiscrimination
testing issues in the past
Any retiree medical offered?
Health Plans Self-Insured
Stock sale – buyer assumes insurance contracts
• Any issues with assuming contracts?
• How will transaction will affect renewal?
• Level of benefits – Compare to Buyer
Asset sale: Seller retains (or ends) contract
• How will sale affect assumption
• Seller notice requirement to terminate contract
Health Plans Fully Insured
Key questions for Buyer:
• Does Buyer want to cancel insurance contracts and merge
participants into Buyers plan? Or…
• Does Buyer want to assume contract?
Need insurer’s Approval
• Any issues with administration or reporting?
• Check contract for any notice requirements
Retiree Medical Offered?
Health Plans Fully Insured
• Are the Target plans grandfathered?
• Does the size of the Target make
a change in the ACA rules that
apply to Buyer
• If a spin off, does this change the size
of the remaining company
• Has Target decided to “pay” rather “play”
• Has Target completed all disclosures,
notice and reporting required under ACA?
Health Plans - ACA
If it is decided to change health plans as a
result of transaction, then:
• Will the level of benefits change sufficiently for employees?
• Will deductibles, copays and co-insurance carry-over or start over?
• Will the networks changes? Are Employees or dependents in
mid-treatment?
• Change in RX formulary
• Will Buyer waive all waiting periods if Asset Sale?
Employee Issues
Liability depends whether it’s a stock or asset sale
• Stock sale – Buyer assumes liability for those on COBRA
or that are terminated
• Asset sale – Buyer can contact out of COBRA only if
Seller continues health coverage
• If Seller terminates all health coverage, Buyer is responsible
for COBRA to terminated employers of Target
COBRA Coverage
Stock sale – Buyer assumes plan, regardless of whether
currently over or underfunded:
• Continue, terminate or merge in the future
• Effect of transaction on nondiscrimination testing –
test together or separate?
• Check requirements for assuming
TPA contracts
• Amend documents and disclosures
Health FSA
Asset sale – Buyer and Seller have three options:
• Seller retains participants on Seller’s plan, Buyer transfers
deferral to Seller’s plan under COBRA
• Buyer assumes Seller’s plan
• Participants transfers on to Buyers plan with
transfer of assets/liabilities
• No change in participant deferral rates
• Will Buyer waive all waiting periods?
Health FSA
Stock sale:
• Will Buyer assumes plans at closing and decide when
and if to terminate them?
• Transfer insurance contracts, check
contract terms for requirements
• If any benefits are self-insured, effect of transaction
on nondiscrimination testing
• Check documentation, notice and disclosure compliance
• COBRA offered for these benefits?
Other Health and Welfare Benefits
Asset sale:
• Buyer has no obligation to continue any benefit programs
• Buyer may want to assume benefits for a limited period
• Check requirements for assumption before closing
• If Buyer does not assume benefits, will Buyer waive
all waiting periods for benefits?
• Check if COBRA needs to be offered
Other Health and Welfare Benefits
Family and Medical Leave Act (FMLA)
• Will transaction change compliance with FMLA?
• Any employees on FMLA leave?
• Check past compliance with FMLA
Workers compensation compliance
• Any outstanding settlements
• Were employees still on benefits, offered COBRA
Medicare secondary payer rules
• Will transaction change compliance?
• All reporting and disclosure done:
Dependent audits
Other Issues That Affect Health & Welfare Benefits
Vacation time
• Accrual Rate
• Consider past service in determining amount
• Special considerations for the year of the transaction
Sick time
• Accrual Rate
• Special considerations for the year of transaction
Other employment issues
Other Benefit Issues to Consider
• 401(k) plans issues
• Controlled group issues
Retirement
Stock sale issues:
• Check qualification status of the plan
• Appropriateness of investments
• Outstanding errors (EPCRS)
• Quality of Plan administration
• Plan fees
• Passing nondiscrimination tests of combined plans
• Reporting and disclosure compliance
401(k) plans
Nondiscrimination Testing Issues:
• Can maintain separate plans, without testing together for a plan
year of acquisition/merger and the following year
• Must have separately passed tests before the transaction
• Gives Buyer time to merge plans, may run them separately
• After transition period, can maintain separately
but must combine test for certain reasons
Transition Period
Options
• Maintain two plans
• Merge plans
• Terminate one plan
• Freeze one plan
401(k) Plans
Considerations
• Will employees move between
two divisions?
• Protected benefits
• Pan feature issues
• Investment issues
• Cannot terminate plan after stock sale closing if:
- 401(k) plan exists
- A 401(k) is established 12 months following distribution of assets
- “Successor Plan”
• Not an issue if an asset sale
• Need to make decision about the plan prior to closing
401(k) Successor Plan Limitations
• Safe Harbor Plan
• Roth contributions
• Roth conversions
• Loans
• Self-directed
investments
401(k) Plan Features
• Stable Value Fund –
liquidate or transfer
• Real estate
• Limited Partnerships
• Insurance contracts
• Company Stock
• Don’t forget the
blackout period!
401(k) Plan Investments
• Existing controlled groups may no longer exist after transaction
• New controlled groups may have been created
• Impact:
- HCEs
- Key employees
- Plan structure
- Testing
- Reporting
- Multiple employer plan/ MEWA issues
Controlled Group Issues
• Nonqualified plans – documentation available?
• Promise in writing – Is funding available, life insurance?
• Any Company owned life insurance contracts?
• Any “split-dollar” insurance plans?
• Do plans have “change in control” provisions?
Executive Plans
Stock Sales
• Any buy sell agreements
• Employment contracts
• Any severance arrangements
• Special benefit arrangements with executives
Asset Sales
• Enter into employment contacts with selective management
• Any special benefits to assume?
Management Issues to Consider?
Stock Sales
• Any buy sell agreements
• Employment contracts
• Any severance arrangements
• Special benefit arrangements with executives
Asset Sales
• Enter into employment contacts with selective management
• Any special benefits to assume?
Due Diligence
Other Health & Welfare Plans
• Documentation
• 125 tests
• COBRA administration
• Reporting and disclosure
Short-Term Disability
• Payroll practice or insurance contract
• Clear Policy
Other issues to consider
• FMLA
• Medicare Secondary Payer
• Workers compensation
• Set strategic concept early
• Gather full and complete information on all employee plans
• Evaluate plans and identify issues, possible conflicts limiting factors
• Develop implementation process for the entire benefit
• Confirm understanding with senior management
• Negotiate with record-keepers, insurers and investment managers
• Manage employee communication
Summary
QUESTIONS?
Larry Grudzien, Attorney at Law
• Phone: 708-717-9638
• Email: [email protected]
• Website: www.larrygrudzien.com
Contact Information