The First Circuit unanimously found that two Sun Capital private equity funds could not be held jointly and severally liable for multiemployer defined benefit pension plan withdrawal liability incurred by a bankrupt portfolio company. The lower court based its liability ruling on its finding that the funds were partners in an implied partnership-in-fact which was engaged in a “trade or business.” However, on appeal the First Circuit disagreed and found that several factors rebutting the partnership-in-fact formation were too greatly discounted by the lower court. The First Circuit also voiced reluctance to impose withdrawal liability on the private investors absent “a firm indication of congressional intent to do so and any further formal guidance from PBGC.” The Court concluded its decision by acknowledging the tension between ERISA and MPPAA’s principal aims – ensuring pension fund viability and encouraging private sector investment in struggling companies with pension plans. Overall, the case is considered a win for investment funds, but there are still open questions because the holding is not binding outside of the First Circuit and the decision hinged on a facts-and-circumstances analysis. Moreover, the Court did not address the lower court’s “trade or business” determination, so ambiguity remains with respect to private equity fund liability for portfolio pension funding.
- Partner
Antoinette Schindel practices in KMK Law's Employee Benefits & Executive Compensation Group. Antoinette regularly advises employers regarding Affordable Care Act (ACA) compliance issues, including health coverage and ...
- Partner
Lisa Wintersheimer Michel is the co-leader of the Employee Benefits & Executive Compensation Group. Her practice primarily involves all aspects of qualified retirement plans, including profit sharing plans, 401(k) plans ...
Topics/Tags
Select- Labor & Employment Law
- Employment Law
- EEOC
- Department of Labor
- Discrimination
- Affirmative Action
- FMLA
- Labor Law
- Immigration
- Wage & Hour
- NLRB
- Arbitration
- National Labor Relations Board
- Diversity
- Americans with Disabilities Act
- Coronavirus
- FLSA
- Social Media
- Reasonable Accommodation
- Sexual Harassment
- Employer Policies
- Title VII
- Sixth Circuit
- Employment Litigation
- Religion Discrimination
- Transgender Issues
- Employer Rules
- National Enforcement Plan
- Workplace Violence
- Non-Compete Agreements
- Overtime Pay
- Pregnancy Discrimination
- Holiday Policies
- Employee Benefits and Executive Compensation
- OSHA
- Artificial Intelligence
- Privacy
- Department of Justice
- NLRA
- Independent Contractor
- Joint Employer
- Telework
- Compliance
- Supreme Court
- Paid Leave Laws
- Workplace Accommodations
- Federal Trade Commission
- Tax Credit
- Employee Tips
- One Big Beautiful Bill
- Litigation
- IRS
- Worker Classification
- Harassment
- Disability Discrimination
- Performance Improvement Plans
- Medical Marijuana
- Retirement
- Department of Homeland Security
- Foreign Nationals
- Immigration and Customs Enforcement
- Immigration and Nationality Act
- National Labor Relations Act
- Accommodation
- Inclusion
- LGBTQ+
- Sexual Orientation Discrimination
- Employer Handbook
- ADAAA
- ERISA
- Race Discrimination
- Unions
- ACA
- Affordable Car Act
- Technology
- Federal Arbitration Act
- Medical Cannabis Dispensaries
- Disability
- Whistleblower
- United States Supreme Court
- 401(k)
- Equal Employment Opportunity Commission
- Fair Labor Standards Act
- Employment Settlement Agreements
- Benefits
- Class Action Litigation
- Disability Law
- Gender Identity Discrimination
- Posting Requirements
- E-Discovery
- Evidence
- Paycheck Protection Program
- Family and Medical Leave Act
- Environmental Law
- Privacy Laws
- Securities Law
- Health Savings Account
- Preventive Care Benefits
- SECURE Act
- US Department of Labor Employee Benefits Security Administration
- Healthcare Reform
- Representative Election Regulations
- Older Workers' Benefit Protection Act (OWBPA)
- Electronically Stored Information
- Equal Opportunity Clause
- Telecommuting
- Compensable Time
- E-Discovery Case Law
- Electronic Data Discovery
- ESI
- Occupational Safety and Health Administration
- Security Screening
- American Medical Association
- Attendance Policy
- Return to Work
- Seniority Rights
- Unemployment Insurance Integrity Act
- Classification
- Confidentiality
- Disability Leave
- Equal Pay
- Fair Minimum Wage
- Federal Minimum Wage
- Genetic Information Discrimination
- Media Policy
- Misclassification
- National Origin Discrimination
- Retaliation
- Social Media Content
- State Minimum Wage
- Wage Increase
- Employment Incentives
- HIRE Act
- Social Security Tax
- Taxation
- Antitrust
Recent Posts
- EEOC Proposes Overhaul of Federal Workplace Discrimination Complaint Process
- OFCCP Publishes Final Rules Reducing Federal Contractor Affirmative Action Obligations
- US Court of Appeals puts $100,000 H-1B Fee on Hold Again
- Asking Is Protected: Sixth Circuit Expands FMLA Retaliation Protections
- New DHS Rule Will Restrict Student Periods of Admission from Duration of Status to Fixed End Date
- TPS Haiti Termination: How Employers Can Ensure I-9 Records Remain Compliant
- A New Enforcement Era: What Employers Should Know About the EEOC’s 2025–2029 National Enforcement Plan
- Beyond Paid Time Off: The Legal Side of Holiday Policies
- EEO-1 Reporting on the Chopping Block: What Employers Need to Know
- DOL Proposes New Joint Employer Rule: What Employers Need to Know

