Section 514: Overview, definition, and example
What is Section 514?
Section 514 typically refers to Section 514 of the Employee Retirement Income Security Act of 1974 (ERISA). This section establishes the preemption of state laws by ERISA, meaning that ERISA supersedes any state laws that "relate to" employee benefit plans covered under the Act. It is one of the most litigated and significant provisions of ERISA because it defines the boundaries between federal and state regulation of employee benefit plans.
Why is Section 514 important?
Section 514 is important because it creates uniformity in how employee benefit plans are regulated across the U.S. By preempting state laws, ERISA ensures that multi-state employers don’t face conflicting rules when administering health, retirement, or welfare plans. However, there are exceptions—state laws regulating insurance, banking, and securities are generally not preempted. Understanding this section is key for determining whether a particular state law applies to a benefit plan.
Understanding Section 514 through an example
A state passes a law requiring all employers to cover a specific medical treatment in their health insurance plans. An employer challenges the law, arguing that its self-funded health plan is governed by ERISA. Under Section 514, the court may rule that ERISA preempts the state mandate, meaning the employer does not have to comply because federal law controls.
Example of how a Section 514 clause may appear in a contract
Here’s how a reference to Section 514 may appear in a benefit plan document or agreement:
"This Plan is intended to be governed by ERISA and, to the extent permitted under Section 514 of ERISA, shall preempt any and all state laws that relate to the administration of the Plan."
Conclusion
Section 514 of ERISA plays a pivotal role in determining the legal framework for employee benefit plans by preempting conflicting state laws. It helps ensure consistent regulation at the federal level while allowing limited exceptions. Employers, insurers, and plan administrators should be familiar with Section 514 when assessing which legal requirements apply to their benefit plans.
This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.