ERISA Stock Drop Lawsuit Filed Against Johnson and Johnson

Details in the text of the complaint explain that the stock price drop that plaintiffs say unduly harmed participants is tied to revelations that certain Johnson and Johnson products contained asbestos.

Participants in a Johnson and Johnson retirement plan have sued the company’s pension and benefits committee, leveling classic stock-drop allegations against plan fiduciaries.

The lead plaintiffs filed their complaint in the U.S. District Court for the District of New Jersey, on behalf of themselves and similarly situated current and former employees of Johnson and Johnson who were participants in and beneficiaries of the Johnson and Johnson Savings Plan and who were invested in the Johnson and Johnson Common Stock Fund during the period of February 22, 2013, through January 25, 2019.

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Details in the text of the complaint explain that the stock price drop that plaintiffs say unduly harmed participants is tied to revelations that certain Johnson and Johnson products contained asbestos. Plaintiffs say the firm long knew that its talc products contained asbestos but worked to hide the fact from regulators, investors and consumers. 

“As fiduciaries, defendants had responsibility for the plan’s management, operations and investments,” the complaint states. “They breached their fiduciary duties to the plan and its participants when, as, upon information and belief, high-level corporate insiders, they knew (or should have known) as that J&J’s stock price had become artificially inflated due to undisclosed misrepresentation and fraud, yet they took no action whatsoever to protect the plan or plan participants from foreseeable resulting harm.”

The plaintiffs claim the committee members “knowingly permitted plan participants to purchase and hold an imprudent investment that was disqualified under ERISA [the Employee Retirement Income Security Act] as well as damaging to the plan.”

Under the framework established by the influential Supreme Court decision known as Fifth-Third vs. Dudenhoeffer, plaintiffs making such claims must outline plausible alternative actions that plan fiduciaries could have taken which would not have violated securities laws and which would not have potentially resulted in more harm than good to the plan and participants. In practice this has proven to be a high bar for plaintiffs to jump, and many (but not all) similarly structured complaints have been defeated in district or appellate courts.

According to plaintiffs, defendants “could have mitigated the harm to plan participants by trying to effectuate, through personnel with disclosure responsibilities, corrective public disclosures to cure the fraud consistent with the requirements of the federal securities laws, thereby making J&J stock an accurately priced, prudent investment again.”

Plaintiffs says defendants could not reasonably have believed that taking this action would do more harm than good to the plan or to plan participants. 

“J&J stock traded in an efficient market,” the complaint states. “As, upon information and belief, experienced senior executives, defendants were—or should have been—familiar with the rudimentary principles of how securities trade in efficient markets. Thus, they would have known that correcting the company’s fraud would reduce J&J’s stock price only by the amount by which it was artificially inflated to begin with. They had no basis to believe that any factor was distorting the market for J&J stock at the time—such as widespread short-selling or liquidity problems or the like—and thus no reason to fear that public correction of the company’s fraud would reduce J&J’s stock price to anything but its true, accurate value. Moreover, defendants should have known that, the longer the artificial inflation of the company’s stock persisted, the greater the risk of reputational harm that would inure to J&J upon revelation of the truth.”

“These false and misleading statements, and J&J’s failure to disclose critical, material information to the public, caused the market to improperly value J&J’s stock price,” the complaint says. “As a result, defendants, who knew that false and misleading statements were continuously made, also knew that the company’s misrepresentations had artificially inflated the price of J&J stock throughout the class period. When media reports published during the September to December 2017 period finally revealed, according to documents J&J produced pursuant to a court order, that J&J had known for decades that its talc products contained asbestos fibers, its stock price plummeted to its true value, having dropped almost 17% from its class period high.”

The full text of the lawsuit runs to more than 50 pages and goes into significant detail about Johnson and Johnson’s talc business. The plaintiffs cite years’ worth of SEC 10-K form filings from the company to support their allegations that fraud occurred and that plan fiduciaries were aware of it.

Q4 2018 Market Drop Did Not Deter 401(k) Participants

Long-term 401(k) participation, savings and investing trends have also been positive, due in no small part to automatic plan features, according to a report from Fidelity Investments.

With the recent market drop in Q4 2018, average 401(k) plan participant balances have decreased 8.4% in the last 12 months, from $104,300 in Q4 2017 to $95,600 in Q4 2018, according to Fidelity Investments.

The number of people with $1 million or more in their 401(k) dropped to 133,800 at the end of Q4.

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However, the overall trend remains positive while the majority of employees continued to contribute to their plan. The average balance for employees continuously invested in a defined contribution (DC) plan for 15 years was $86,500 in Q4 2008, but was $355,500 in Q4 2018.

More than 98% of 401(k) savers continued to regularly contribute to their 401(k) in 2018. For just the fourth quarter, the percentage increased to more than 99%, which is the highest quarterly percentage Fidelity has recorded since Q1 2011. In terms of actual dollars contributed to retirement accounts, the average 401(k) employee deferral in 2018 was $6,850, which ties a record high. Only 3.4% of participants decreased their contributions, and 0.9% stopped contributions in Q4.

Despite the market volatility during Q4, most 401(k) investors did not react—only 5.6% made transfers. During the 2008/09 recession, on average, 1.5% of investors pulled out of equities all together compared to only 0.3% in 2018. As of Q4 2018, more than half (50.6%) of 401(k) savers are 100% invested in a target-date fund (TDF).

The percentage of workers with an outstanding loan from their 401(k) dropped to 20.3% in Q4 2018, the lowest level since Q2 2009. In addition, the percentage of workers initiating a new 401(k) loan dropped to 9.4% in 2018, the lowest 12-month percentage since Q2 2009.

Long-term trends

Fidelity’s “Building Futures” overview report says automatic enrollment (AE) proves to be a changing force as DC plan participation continues to increase. Average participation rates in AE plans was 78.9% in 2007 versus 57.8% for non-AE plans. In 2017, the average participation rate for AE plans was 87% versus 50.7% for non-AE plans.

Fidelity data shows 91% of employees who are auto-enrolled don’t opt out. And, plan participation among Millennials has increased by 82% over the last 10 years in part due to employers adopting auto-enrollment.

Average contribution amounts are also on the rise. At the end of 2008, the average total DC plan savings rate was 12%, according to Fidelity data. At the end of 2018, it was 13.1%. Auto-enrolled employees who have been invested in their DC plan for 10 years now have an average balance of $100,600.

With 98% of employers offering TDFs and 90% using them as the default investment option, employee asset allocation has improved greatly over the last 10 years, according to Fidelity. The percentage of employees holding either 100% or 0% in equity has dropped from 26.1% in 2008 to 10.2% in 2018. The percentage of employees with a stock allocation higher than suggested has dropped from 32.6% to 24.8%.

More than two-thirds (68%) of Millennials are 100% invested in a TDF, due in part to being auto-enrolled in their 401(k) and defaulted into the option.

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