ERISA does not require Mobil to define its benefit plans in such a way as to provide coverage for all employees, irrespective of whether they are protected by the ADEA. To the contrary, it is well established that an employee may be a common law employee for some purposes, yet not entitled to benefits under a benefit plan.
December 08, 2003 at 12:00 AM
1 minute read
The original version of this story was published on Texas Lawyer
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