As an employment law attorney, you spend your days helping your clients—whether employers or employees—navigate complex employment regulations and issues. At this point in your career, you've drafted so many offer letters, employment agreements, and separation agreements, that you could probably write one of each in your sleep. If you practice with a firm that counts at least one ERISA and executive compensation attorney among its ranks, you know that it's best practice to send each of these agreements that you draft to that attorney for a quick once-over for compliance with 409A before you send the final draft to the client. Or, if you are a solo practitioner or practice with a firm that does not have an ERISA and executive compensation attorney on staff, are you certain that the documents you're drafting for your clients are in compliance with 409A?