Employee Benefits Post-DOMA: How U.S. v. Windsor Affects Your Plans


Wednesday, January 15, 2014



Laura R. Westfall, assoc, King & Spalding’s Employee Benefits & Executive Compensation Practice


+1 404 572 4924 or bgeier@kslaw.com


no charge


12:30-1:30 EST

CLE Credits:

see website for details

Event Type:

This past June, the U.S. Supreme Court held in U.S. v. Windsor that Section 3 of the Defense of Marriage Act (DOMA) was unconstitutional, a decision that affects many employer-sponsored employee benefits, from retirement plans and medical plans to health and dependent care flexible spending accounts. IRS guidance issued in August 2013 helped to clarify Windsor's effects on federal taxes, but offered little help to employers regarding necessary changes to their employee benefit plans. This month's program will provide an overview of Windsor's effects on employer-sponsored employee benefits, and discuss practical steps companies should take now so that their plans are compliant post-DOMA. 

This program will be of interest to in-house human resources teams, corporate counsel, and other corporate officers who are involved in the provision of benefit plans and programs to employees.