ERISA Summary Plan Description Requirements

The Employee Retirement Income Security Act (ERISA), the federal law that governs private pension, group life, and health plans, requires that plan participants receive a document known as a summary plan description ("SPD"). Although the SPD must be drafted in accordance with two Department of Labor regulations, it does not have to be called "The Summary Plan Description."


What is Covered in the Summary Plan Description?/p>


The SPD is a detailed document that informs plan participants about how the plan operates and is managed. Among other things, the SPD must clearly identify in easily understood language the following items:

A description or summary of the benefits
The plan name, sponsor, and administrator
Funding mechanisms
Participation and qualification guidelines
Calculation methods for service and benefits
Benefit vesting schedules
Benefit payment procedures and timing
Claims submission process
Claims appeal process
Address for service of legal process
Circumstances that may result in ineligibility or a denial of benefits
A statement of participants' ERISA rights and other technical notices

Questions that a participant might still have about the plan after reading the SPD can be answered by contacting the plan administrator.

When Must a Summary Plan Description be Provided?

Every plan administrator must provide a copy of the SPD to participants in the following circumstances:

When a new plan takes effect
When an employee becomes eligible to participate in a plan
Upon written request of a plan participant or beneficiary

Are There Any Exceptions to the Summary Plan Description?

Employer-provided daycare and welfare plans for management and highly compensated employees are exempt from the SPD requirement. There are no exemptions from the SPD requirement for small plans covering fewer than 100 participants.

How Often Must a Summary Plan Description be Updated?

If a plan is amended or modified within a five year period, a new SPD must be distributed to participants. If there is no change, the original SPD must be distributed to plan participants every ten years.

A "summary of material modifications" may also be used to notify plan participants of a significant plan change.

What Are Common SPD Errors that Can Result in ERISA Litigation?

Administration errors or disputes that may result in ERISA litigation include but are not limited to:

Failure to follow the procedures described in the SPD
Conflicts between the SPD and any underlying plan document which it describes or summarizes
Failure to clearly disclose circumstances that may result in benefits reduction, forfeitures, orexclusions
Failure to provide plan documents in a timely manner

Overall, ERISA provides clearly proscribed procedures that must be closely followed by plan sponsors and administrators. Questions about ERISA compliance should be directed to an attorney experienced in ERISA matters.
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