498 North Kings HighwaySuite 103
Cherry Hill, NJ 08034-1018
856.667.7818 Extension 194
fax: 856.667.7819
www.cbginc.com
498 North Kings Highway
Suite 103
Cherry Hill, NJ 08034-1018
856.667.7818 Extension 194
fax: 856.667.7819
www.cbginc.com
George M. Morrison*
gmorrison@cbginc.com
*Member of the New Jersey
and Pennsylvania Bars
Background of Firm
Enclosed you will find the following information concerning the Firm:
We hope you find this information useful. If you have any questions, please do not hesitate to contact us.
Background of Principal
The Firm's principal is George M. Morrison, Esquire. Mr. Morrison is an employee benefits attorney.
Education. Mr. Morrison received his Bachelor of Science from Rutgers University in 1991; his Juris Doctorate from Rutgers School of Law at Camden in 1994 with Tax Honors; and his Master of Laws in Taxation from New York University School of Law in 1996.
Professional Associations / Designations. Mr. Morrison is admitted to practice law in New Jersey and Pennsylvania. Mr. Morrison is an Associated Professional Member of the American Society of Pension Actuaries and a member of the American Bar Association.
Professional Experience. Mr. Morrison formerly held associate attorney positions with the law firms of Capehart & Scatchard, P.A., in Mt. Laurel, New Jersey, and Katz, Ettin, Levine, in Cherry Hill, New Jersey. In addition, Mr. Morrison was formerly a founding partner of Scialabba & Morrison, P.C., in Marlton, New Jersey.
In addition to his experience as a practicing employee benefits attorney, Mr. Morrison was a founding shareholder and former President of Redwood Administrators, Inc., a third-party administrator of retirement plans.
Publications/Lectures. Mr. Morrison has published various articles concerning employee benefit issues. These articles include, but are not limited to:
In addition, Mr. Morrison frequently lectures on employee benefit issues. These lectures cover a range of employee benefit topics and were presented to attorneys, plan administrators, plan sponsors, and investment professionals.
In addition to Mr. Morrison, the Firm has a competent team of professionals. These professionals include two retirement plan consultants, David Hanisco and Jeff Becchetti. Messrs. Hanisco and Becchetti generally work with retirement plan sponsors on design and administrative issues concerning their plans. They have a combined 25 years of retirement plan experience.
The Firm also has an experienced retirement plan paralegal, Colleen Wilson. Ms. Wilson has over 5 years of experience, primarily in the area of drafting retirement plan documents.
The Firm's representation of clients ranges depending upon the needs of the client. In some cases, clients rely on us to design and maintain a specialized retirement plan. For these clients, our role is somewhat limited to issues concerning that plan. Other clients rely on us as employee benefits counsel. For these clients, we take an active role in the day-to-day operations of the client's human resources department. Often, we work hand-in-hand with the client's labor attorneys providing assistance in our areas of expertise.
Regardless of the type of representation, the Firm specializes in employee benefit law which generally includes the following areas of practice.
Plan Design. The Firm specializes in the design of a retirement plan program. Programs are designed from the ground-up taking into consideration the needs of the employer, the benefits the employer wants to provide to employees, and the overall cost of the program.
The Firm's design team uses all of the design tools available. A resulting plan design could include a defined benefit plan (either traditional or cash balance), a defined contribution plan (often including a 401(k) arrangement and/or a profit sharing contribution which may be allocated under one or more specific formulas (e.g., age-weighted or new comparability)), or a combination of plans (possible a floor-offset arrangement). In any case, the proposed design is tailored to the needs of the client.
The Firm often designs plans for groups of related companies. These are specialized designs that must take into consideration the interests of varying groups of employers and employees. These designs often result in multiple employer plans. A multiple employer plan requires a specialized plan document and administration.
Once a design is chosen, the Firm is able to draft the documents necessary to establish the plan and is able to communicate the provisions of the plan to the client and the client's general counsel, investment professional(s), and third-party administrator.
Troubled Plans. The Firm often assists employers with troubled plans. Troubled plans include plans which have run afoul of the tax-qualification rules, ERISA's prohibited transaction or fiduciary requirements. Troubled plans also often include plans which have failed to satisfy the reporting and disclosure requirements (e.g., failure to file Form 5500). The Firm is able to correct tax-qualification and other defects utilizing various programs established by the government. In addition, the Firm is able to negotiate with the government to avoid or reduce applicable penalties or sanctions for non-compliance.
Plan Mergers/Combinations. Plan sponsors often acquire or merge with other companies. Often, this results in a company sponsoring two or more retirement plans. The Firm is able to assist such companies in combining or merging the plans into one more efficient plan.
Plan Terminations. The termination of a plan can be a difficult process. The Firm is able to handle all aspects of plan terminations.
Fiduciary Representation. Fiduciaries of retirement plans need to ensure compliance with a myriad of legal requirements. Failure to do so can result in personal liability for damage caused to a plan. The Firm often represents fiduciaries in the interest of reducing their exposure to liability.
Executive Compensation Plans. If an employer desires to provide retirement benefits to executives that exceed the limits permitted under a tax-qualified plan, an executive compensation plan should be considered. These plans include a whole range of plan designs, some of which include company stock or company stock options. Designs of executive compensation plans must be completed after careful consideration of a number of different laws and regulations.
Health & Welfare Plans. COBRA, FMLA, and Cafeteria plans are just a few examples of the various statutes with which employers must comply. Compliance is often difficult and clients frequently rely on the Firm to provide assistance.
The Firm was established on September 6, 2002. Mr. Morrison, formerly a shareholder of Scialabba & Morrison, P.A., resigned from his former firm and established the Firm. The primary reason was to improve his ability to represent clients effectively and efficiently.
While the Firm was recently established, the experience of its professionals is much more established. In addition, many of the Firm's clients have been represented by Mr. Morrison for many years.
The Firm's principal, George M. Morrison, is also a partner in Continental Benefits Group, Inc. ("CBGI"). CBGI is a third-party administrator that specializes in the administration of retirement plans. Clients of the Firm may, in some circumstances, also utilize the services of CBGI. However, they are under no obligation to do so. The two firms are separate and distinct business entities. While they share office space and other resources, clients will contract separately with each business and will be invoiced separately for services.