- Employee Benefits & Executive Compensation
- Labor & Employment
- Tax-Exempt Organizations
|Contact Info||Telephone: 202.383.0105|
|University ||University of Colorado, B.S., magna cum laude; University of Colorado, B.A., with distinction|
|Law School||George Washington University Law School, J.D., with high honors|
|Admitted||1983, District of Columbia|
District of Columbia Bar, Taxation Section, Employee Benefits Committee
Leveraging decades of experience in human resources matters, Paul Lang's practice encompasses the breadth of issues involving the employment relationship, focusing heavily on employee benefits and executive compensation. Paul counsels human resource professionals, in-house counsel, trustees, compensation committees, third party administrators and life insurance professionals in the design, operation, compliance and best practices for all types of compensation and employee benefit plans.
Paul offers a pragmatic approach as he regularly tackles compliance issues associated with a myriad of federal statutes, including: ERISA; the Internal Revenue Code, including162(m), 280G- golden parachutes, 409A- deferred compensation, FICA and FUTA; the Securities Exchange Act, including 16(b) compliance, 10b5-1 plans, and S-8 and proxy disclosure; HIPAA, COBRA, GINA, ADEA, and SOX; state tax laws, including payroll, income and “source” taxes; and the enforcement of restrictive covenants, including non-competition, non-solicitation and confidentiality provisions. He has devoted substantial time to the PPACA health care reform, counseling clients regarding overall compliance, including retaining grandfather status. Recently, he has been counseling employers on the repercussions of the U.S. Supreme Court's decision regarding the Defense of Marriage Act (DOMA) and the federal and state tax and other implications of the decision.
Paul also represents individual executives negotiating employment and separation agreements; advises tax-exempt organizations in the design and implementation of tax-deferred annuities (403b) and deferred compensation (457) plans; and counsels insurers, brokers and employers on the use of life insurance products.
Documents by this lawyer on Martindale.com
Supreme Court: For ERISA Plans, Time May Be Money
Brenna M. Clark,Adam B. Cohen,Cristopher D. Jones,Paul R. Lang,Allison E. Wielobob, February 2, 2016
A new U.S. Supreme Court decision is a reminder that Employee Retirement Income Security Act (ERISA) plans must act promptly if they want to assert a lien to secure a participant’s obligation to reimburse medical expenses or to recover overpayment of retirement benefits. In Montanile v. Board...
District Court to EEOC: Leave Wellness Enough Alone
Brenna M. Clark,Adam B. Cohen,Paul R. Lang,Vanessa A. Scott,Allison E. Wielobob, January 14, 2016
A Wisconsin federal district court dismissed (with prejudice) a complaint by the Equal Employment Opportunity Commission (EEOC) that a company’s wellness program violated the Americans with Disabilities Act (ADA). The EEOC had alleged that, by requiring its employees to complete a health risk...
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