Each employer in an acquisition transition should determine if its group health plans are subject to COBRA. If they are, the parties should decide how COBRA is going to be handled and make it part of the purchase agreement.|
Kenneth W.
Ruthenberg, Jr.
Kenneth W. Ruthenberg, Jr.
Ken Ruthenberg has practiced exclusively in employee benefits law since 1979, covering qualified retirement plans, nonqualified deferred compensation plans, and welfare benefit plans. He has served as chairman of the State Bar's Taxation Section's Employee Benefits Committee.