Harry Booker concentrates his practice in all aspects of legal compliance for employee benefits plans and compensation programs. He advises clients ranging from large, publicly-held corporations to smaller, closely-held businesses, including both private and governmental employers as well as for-profit and non-profit entities.
One area of particular concentration is the design, administration and legal compliance of tax-qualified retirement plans, including 401(k) plans, profit sharing plans, ESOPs, 403(b) plans and traditional defined benefit pension plans. Sponsors of these plans confront all manner of tax law, labor law and securities law issues in the day-to-day administration of the plans, and Harry works with them both to proactively avoid compliance liabilities and to address non-compliance when it does occur. Harry has assisted plan sponsors in reaching closing agreements with the IRS under its Employee Plans Compliance Resolution System (EPCRS) for plan qualification failures and in resolving ERISA compliance failures with Department of Labor investigators.
Harry also specializes in the design, implementation and administration of executive compensation and benefit plans, including non-qualified deferred compensation plans such as top hat plans, SERPs, 457(f) plans for non-profit executives, restricted stock, stock option, stock purchase and similar equity-based compensation plans, and other short-term and long-term compensation arrangements. In recent years this portion of Harry's practice has focused, in particular, on assisting clients with bringing their nonqualified deferred compensation arrangements into compliance with Internal Revenue Code Section 409A.
Harry's practice also involves advising and assisting clients with their health care benefit plan compliance issues, which have increased exponentially over the past decade due to federal law mandates such as the passage of the Patient Protection and Affordable Care Act (health care reform), HIPAA, Medicare secondary payor rules, Medicare Part D, COBRA requirements, and mental health parity requirements.
Before joining Barley Snyder, Harry was a vice president at AMP Incorporated, then a global Fortune 150 company, where he was responsible for worldwide employee and executive compensation and benefits programs. Earlier, he worked for eight years in the ERISA practice of Thompson Hine LLP in Cleveland, Ohio and Washington D.C.
· Goodwill Keystone Area; vice chair of board of directors
· Goodwill Keystone Area Foundation; board of directors and chair of the Investment Committee
· Developmental & Disability Services of Lebanon Valley; vice president of board of directors
· DDS of Lebanon Valley Foundation; board of directors
· Pennsylvania Bar Association
· Lancaster Bar Association
· Federal Court Awards Pennsylvania Retirement Plan Death Benefits to Same Sex Spouse
· Implications for PA Employers Following the Supreme Court's Same Sex Marriage DOMA Decision
· Employers Sponsoring Self-Insured Health Plans, HRAs and Certain FSAs Face July 31, 2013 Deadline For Paying Initial Health Care Reform PCORI Fee
· DOL Extends March 1 Deadline for Affordable Care Act Exchange Notice
· Deadline Approaching for Participant-Level Plan Fee Disclosures
· Deadline for Service Provider Disclosures to Plan Sponsors Pushed Back to July 1, 2012
· New Health Care Law's Small Business Tax Credit Available to Tax-Exempt Employers
· The "New" Health Care Reform Bill: What It Means for You and Your Business
· Employment Law Alert: Recent Bills Will Impact PA Employers Sponsoring Health Insurance Plans for Employees
· Supreme Court Decision Means Full Speed Ahead on Health Care Reform
· Retirement Plan Sponsors Face Extensive New Participant Disclosures in 2012 New Retirement Rules
· Employers Must Act on Retirement Plan Service Provider Disclosures
· ERISA Fiduciary Roles Impose Liability Risk And Compliance Obligations