Paul R. Lang

Partner
Washington,  DC  U.S.A.
Phone202.383.0105

Peer Rating
 5.0/5.0
AV® Preeminent

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Practice Areas

  • Employee Benefits & Executive Compensation
  • Labor & Employment
  • Tax
  • Tax-Exempt Organizations
 
Contact InfoTelephone: 202.383.0105
Fax: 202-637-3593
http://www.sutherland.com/People/Paul-R-Lang
 
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
 
Memberships 

Professional Activities
District of Columbia Bar, Taxation Section, Employee Benefits Committee

 
Biography

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.

Professional Activities

District of Columbia Bar, Taxation Section, Employee Benefits Committee

 
ISLN905642268
 

Documents by this lawyer on Martindale.com

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RMD Rules for Longevity Annuities Finalized
Brenna Clark,Adam B. Cohen,Andrea M. Gehman,Michael A. Hepburn,Paul R. Lang, July 9, 2014
Longevity annuities are contracts that provide life annuity payments typically commencing at age 80 or 85; in many (but not all) cases, that is the only benefit the contract provides. As such, these contracts may offer cost-effective “tail risk” protection for a retirement plan...

IRS Issues Retroactive Relief Requirement for Delinquent Retirement Plan Form 5500
Brenna Clark,Adam B. Cohen,Andrea M. Gehman,Michael A. Hepburn,Paul R. Lang, June 17, 2014
Until now, those who used the Department of Labor’s Delinquent Filer Voluntary Compliance Program (DFVCP) to obtain relief from penalties for failing to timely file Form 5500 automatically qualified for relief from the related Internal Revenue Service (IRS) penalties. Pursuant to IRS Notice...

Obama Issues Executive Order and Presidential Memorandum Concerning Equal Pay Initiatives for Federal Contractors
Thomas R. Bundy,Lee C. Davis,Peter N. Farley,Michael A. Hepburn,Paul R. Lang, April 11, 2014
Today President Obama issued an Executive Order and Presidential Memorandum intended to address equal pay for women. The Executive Order prohibits federal contractors from retaliating against an applicant or employee who discusses his or her pay with another while the Memorandum directs the...


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Office Information

Paul R. Lang

700 Sixth Street NW, Suite 700
WashingtonDC 20001-3980




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