Paul R. Lang

Washington,  DC  U.S.A.

Peer Rating
AV® Preeminent

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Practice Areas

  • Employee Benefits & Executive Compensation
  • Labor & Employment
  • Automotive
  • Tax
  • Tax-Exempt Organizations
Contact InfoTelephone: 202.383.0105
Fax: 202-637-3593
University University of Colorado, B.S., magna cum laude; University of Colorado, B.A., with distinction
Law SchoolGeorge Washington University Law School, J.D., with high honors
Admitted1983, District of Columbia

Professional Activities
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.

Client Tools

409A Law


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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...

New Law Doubles the Penalties for Failure to File Correct Tax Information Returns and Provide Payee Statements
Robert S. Chase,Paul R. Lang,Mary E. Monahan,David A. Roby,Vanessa A. Scott, July 21, 2015
On June 29, President Obama signed into law the Trade Preferences Extension Act of 2015. Quietly embedded in Section 806 of this new law is a provision that doubled the cap on penalties, from $1.5 million to $3 million, for failures to file correct tax information returns and provide payee...

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Office Information

Paul R. Lang

700 Sixth Street NW, Suite 700
WashingtonDC 20001-3980


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