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Employee Stock Options Lawsuit
Employee benefits are an important form of compensation offered by many employers. Some benefits plans are covered by the Employee Retirement Income Security Act of 1974 (ERISA). When employers violate ERISA laws, employees may be able to file a lawsuit to recover money lost from their employee savings plan, employee stock options plan or other benefits plans covered by ERISA.
En Español [FRAUDE DE ERISA]
The Employee Retirement Income Security Act (ERISA) is a federal law that sets minimum standards for pension and health plans offered by private businesses to their employees. ERISA was designed to protect employees who participate in such plans.
ERISA covers health plans, retirement plans and employee stock options plans, in which employees are given the opportunity to purchase shares of a company's stock at a certain price, often lower than the actual or anticipated market price of the shares.
Under ERISA laws, the people responsible for overseeing employee benefits plans (often referred to as fiduciaries) must follow specific guidelines. These include acting in the best interests of the plan participants; providing participants with plan information, including information about plan features and funding; and providing a grievance and appeals process for participants. Breaches of fiduciary duty can result in a lawsuit being filed against plan fiduciaries.
Plan fiduciaries include plan trustees, plan administrators and people who sit on the plan's investment committee. Fiduciaries are required to act prudently, diversify investments and avoid conflicts of interest when managing a plan's assets.
Employee stock option litigation often involves a breach or misrepresentation of Stock Option Agreements; some scenarios include:
An ERISA lawsuit was filed against YRC Worldwide Inc., also known as Yellow Freight, alleging employees lost value in their plans because of imprudent investments by plan administrators.
Employee stock option lawyers have experience handling all types of employee stock option cases, and exclusively represent employees and focus their practice on employee stock option disputes, employee stock option cases, employee stock option litigation, employee stock option class actions, deceptive trade practices, and breach of Stock Option Agreements in connection with employee stock options.
Employee Stock Options Legal HelpIf you have suffered stock losses from the cancellation or devaluation of employee stock options, please click the link below to submit your complaint to a lawyer who will review your claim for free.
Last updated on Aug-22-14
EMPLOYEE STOCK OPTION LEGAL ARTICLES AND INTERVIEWS
Preliminary Approval of Settlement in Regions Morgan Keegan ERISA Lawsuit
Memphis, TN: Preliminary approval has been given for a $22.5 million settlement in a Regions Morgan Keegan ERISA plan lawsuit. The ERISA lawsuit alleged breach of fiduciary duty on the part of those responsible for various Regions Morgan Keegan-run employee benefits plans [READ MORE]
Supreme Court Rejects Presumption of Prudence in ERISA Lawsuits
Washington, DC: In ERISA stock drop lawsuits, a common allegation is that the ERISA plan fiduciary has failed to act prudently by investing plan assets in company stock. Plaintiffs argue that their employee stock plan or savings plan assets would have been more prudently invested in other stock. One of the defenses to that claim is that unless the company is in particularly bad times - such as bankruptcy - the fiduciary is believed to have acted prudently by investing in company stock [READ MORE]
ERISA Lawsuits: DOL Taking Action against ERISA Violations
Columbus, OH: When it comes to ERISA plans, most employees probably assume their employer or ERISA plan fiduciary knows what he or she is doing and is properly managing the company’s employee benefits plan. The problem is that ERISA benefits laws can be complex and even the most well-meaning employer or fiduciary can get caught up in complex laws. According to a report from the Department of Labor, confusion over ERISA laws may be more common than plan beneficiaries would like to think [READ MORE]
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