Goldman Sachs Fails to Get ERISA Self-Dealing Suit Dismissed

A federal judge found claims by a participant in the Goldman Sachs 401(k) plan sufficiently plead imprudence and disloyalty.

A federal judge has denied a motion to dismiss a lawsuit alleging Goldman Sachs’ 401(k) plan fiduciaries retained expensive, low-performing proprietary funds in the plan for the benefit of itself and a subsidiary.

A participant in the Goldman Sachs 401(k) plan alleged that the defendants retained underperforming proprietary mutual funds that an objective fiduciary in their position would have removed. According to the complaint, while underperforming proprietary funds saw large redemptions from other investors, the defendants retained these funds in the plan, allowing Goldman Sachs to stem the consequences of further depletion of fund assets.

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The defendants only removed proprietary mutual funds from the plan in 2017, after a series of legal rulings against other financial services firms highlighted their liability risk, the plaintiff alleges. He says the action was too late and the defendants have not reimbursed participants for the underperformance of the improperly retained proprietary funds.

The lawsuit also calls into question the defendants’ failure to obtain lower-cost separate accounts or collective trusts in place of proprietary mutual funds. The plaintiff also says Goldman Sachs’ own plan paid more for proprietary mutual funds than other plans invested in the same funds.

Challenging the participant’s standing to sue, the defendants argued that because the plaintiff has only invested in three of the five proprietary funds at issue, he cannot establish any injury with regards to the two remaining funds. They further contended that the plaintiff lacks class standing because his claims will have to be proven fund by fund, showing that they do not implicate the same concerns.

But U.S. District Judge Edgardo Ramos of the U.S. District Court for the Southern District of New York said the plaintiff alleges millions in losses to the plan resulting from the defendants’ decision to maintain underperforming, high-cost funds, which specifically affected him as a participant invested in several of them. In addition, the allegation that the defendants acted in their own interest over that of the plan in offering proprietary funds with high fees over comparable but cheaper alternatives applies to the entire class of participants who invested in any of the Goldman Sachs (GS) funds. For these reasons, he says, the defendants’ motion to dismiss the plaintiff’s claims for lack of standing is denied.

The defendants also argued that because the plaintiff alleges a prudent fiduciary would have removed the GS funds by the end of 2013, the only relevant GS fund performance data is from that period. Based on the 2013 data, the defendants reasoned that selection of the GS funds for inclusion in the menu was not imprudent because all but one had exceeded their benchmarks over the prior year. However, Ramos said the defendants’ argument “neglects that the GS funds missed most of their benchmarks at the end of 2013, and that even a 1% difference in net returns each year can reduce a participant’s savings by over a fourth by retirement.”

Citing Tibble v. Edison, Ramos noted that the defendants’ “argument also ignores that fiduciaries must not only exercise care in ‘selecting investments at the outset’ but also have ‘a continuing duty of some kind to monitor investments and remove imprudent ones.’ By 2015, the GS funds had continued to underperform over most of their benchmarks, and all but one had underperformed over the prior 10-year period.”

The defendants also contended that the fees were within a reasonable range and that the fees charged for an index fund cannot be meaningfully compared to the fees of an actively managed fund. Ramos pointed out that the plaintiff pleads the expense ratios of similar mutual funds as well as index funds, showing that the GS funds’ expense ratios were 1.1 to 3.7 times higher. “Whether such fees are reasonable is a question of fact not determinable on a motion to dismiss,” Ramos said in his opinion.

While Ramos agreed with the defendants that they need not pick the cheapest or best-performing funds to offer participants, he pointed out that is not the argument the plaintiff presents. “Taken together, plaintiff’s allegations that the GS funds underperformed and failed to warrant their elevated expense ratios as compared to similar funds sufficiently states a claim of imprudence,” he decided.

Ramos found that the plaintiff alleged several other indications of imprudence. Fourteen of the 18 non-proprietary funds offered by the plan exceeded their benchmarks at the end of 2013. “Since the GS funds did not perform as well, there is an inference that defendants held proprietary funds to a different standard,” he said. “That inference is further supported by plaintiff’s assertion that the plan represented increasingly significant percentages of the GS funds as other investors increasingly dumped their shares towards the end of the class period.” Ramos also pointed out that the plaintiff pleaded that the defendants waited until unrelated litigation challenging the maintenance of expensive, underperforming proprietary funds to remove the GS funds from the plan’s menu. He said: “These allegations raise the specter that defendants maintained the GS funds as menu options for their own benefit.” These are the same points Ramos made when rejecting the defendants’ argument that the plaintiff’s disloyalty claim must fail because it overlaps with his imprudence claim.

Regarding the allegation that the defendants failed to obtain lower-cost separate accounts or collective trusts in place of proprietary mutual funds, the defendants argued that they are barred from offering proprietary separate accounts under the Employee Retirement Income Security Act (ERISA). In addition, they contended, even if proprietary separate accounts were permitted, they are not required to offer them. But Ramos pointed out that the plaintiff’s claim is not necessarily limited to proprietary separate accounts; it is that the defendants failed to consider superior, cost-effective pooled investment alternatives to the GS funds, including separate accounts and collective trusts. “This may be true even though the defendants offered separate accounts managed by third parties because, ultimately, the plaintiff’s point is that the GS funds were imprudent and other investment options should have replaced them sooner,” he wrote in his opinion.

The defendants contended that there were good reasons to offer proprietary mutual funds—there were 30 other investment vehicles to choose from and they had used a fiduciary investment adviser—so it is implausible that the GS funds were offered for their benefit. But Ramos countered that “the availability of other investment options does not excuse the offering of any imprudent ones. Nor does the existence of an investment adviser immunize disloyalty.”

Regarding the prohibited transactions claims in the lawsuit, Ramos found that the “plaintiff’s allegations give rise to the suggestion that defendants offered the GS funds and kept offering the GS funds despite underperformance and higher fees in order to collect those fees through their subsidiaries. He pointed out that “by the plain words of” ERISA, Goldman Sachs’ subsidiaries are a “party dealing with” the plan by collecting the fees from which Goldman Sachs ultimately benefits, and that the Second Circuit has approved “piercing the corporate veil” to hold subsidiary entities liable for violation of ERISA’s prohibited transaction provisions.

The defendants asserted that they are exempt from any violations of prohibited transaction provisions under Prohibited Transaction Exemption (PTE) 77-3, the Department of Labor (DOL)’s exemption for affiliated mutual funds. Ramos determined that because of “such vast disagreement between the parties, dismissal at this stage of the litigation on this basis would be inappropriate.”

The defendants argued that the plaintiff’s monitoring claim is derivative of his other claims and otherwise conclusory. Because Ramos allowed the other claims to survive the defendants’ motion to dismiss, he allowed the plaintiff’s monitoring claim to survive as well.

COVID-19 Compliance Corner: IRS Eases 401(k) Safe Harbor Suspension Rules

Each week, Carol Buckmann, with Cohen & Buckmann P.C., will explain legislative provisions or official guidance related to the COVID-19 pandemic that affect retirement and health plan sponsors.

Safe harbor 401(k) plans have become popular because they can avoid the need for plan sponsors to deal with failures of nondiscrimination testing when non-highly compensated employees (NHCEs) don’t contribute at sufficient levels. However, since these plans come with a price—in addition to requiring minimum employer contributions for non-highly compensated employees—they are subject to a general requirement that safe harbor plan provisions must be in effect for the entire plan year. There are exceptions in the regulations allowing plans that satisfy certain requirements to suspend contributions, but these have posed a problem for plan sponsors that determine they need to suspend contributions as a result of COVID-19. 

The IRS has just issued a notice that temporarily eases some of these rules for amendments adopted from March 13 through August 31. These rules apply equally to reductions of safe harbor contributions and to 403(b) plans with safe harbor provisions.

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Suspending Contributions for Highly Compensated Employees

Safe harbor 401(k) plans are not required to cover highly compensated employees (HCEs). While the IRS says this is technically not new relief, the agency has clarified that it is permissible for plan sponsors to suspend contributions for highly compensated employees at any time. The plan will not lose its safe harbor status by doing so. However, the highly compensated employees must receive notice of the suspension 30 days before its effective date since it changes information in the safe harbor notice previously provided. While not mentioned in the notice, highly compensated employees would presumably retain contributions made for them through the date of the suspension in order to comply with Internal Revenue Code Section 411(d).

Safe Harbor Contribution Suspensions that Include Non-Highly Compensated Employees

Safe harbor contributions under both matching and nonelective contribution safe harbor plans are permitted to be suspended under the regular rules provided either: 1) the plan sponsor is operating at an economic loss for the plan year or 2) the safe harbor notice for the year included language reserving the right to suspend contributions in the future. If either of these requirements is met, participants are required to receive at least 30 days’ advance notice of the suspension and have a reasonable opportunity to change their deferral elections. Under the temporary IRS relief, both safe harbor matching plans and safe harbor nonelective plans can proceed to suspend contributions even if the economic loss or reservation of rights requirements are not satisfied.  

Suspending Contributions in Safe Harbor Match Plans

Under the “regular” rules, a suspension of safe harbor contributions cannot be effective until 30 days after participants have received notice of the upcoming suspension—or the date of the plan amendment, if later. Participants must also have an advance opportunity to change their deferral elections, but this is usually not a problem because many plans permit changes on a daily basis. These requirements have not been waived by the IRS in the temporary relief.

Additional Relief for Nonelective Contribution Safe Harbor Plans

These plan sponsors may suspend contributions through August 31 without giving 30 days advance notice. They must notify employees of any suspension by the effective date of the suspension and the notification must be no later than August 31. Therefore, for nonelective contribution safe harbor plans only, notice of the suspension may be retroactive.

A Big Catch

Note that plan sponsors cannot change from the matching contribution safe harbor design to the nonelective design mid-year to take advantage of the more lenient rules.

Other Issues for Plan Sponsors to Consider

Refunds of excess contributions: If safe harbor contributions are suspended mid-year, the plan contributions will be subject to the nondiscrimination testing requirements for the entire plan year, including the period of time during which the safe harbor contributions were made. The current year testing method must be used. Highly compensated employees who are used to making the maximum plan deferrals may now need to receive refunds of excess contributions and excess matching contributions after the end of the year.

Top heavy rules: A safe harbor contribution suspension does not eliminate any requirement to make top heavy contributions for the plan year. Sponsors of larger plans usually don’t have to worry about a plan becoming top heavy, and plans that provide profit sharing contributions in addition to safe harbor contributions are already subject to top heavy testing. However, these rules may affect plans of smaller employers that were not required to do top heavy testing because their plans provided only safe harbor contributions. The top heavy rules generally require non-key employees to receive a minimum contribution of 3% of compensation. These plan sponsors will want to consider whether their plans will pass any required top heavy testing if safe harbor contributions are suspended.

If top heavy contributions are required for 2020, two rules may limit the top heavy contributions that would be required. First, the top heavy contribution is limited to the maximum percentage of compensation contributed for any key employee in the plan year, if that is less than 3%. Second, employer contributions already made in 2020 can count toward the top heavy contributions. 

Vesting requirements: If the plan sponsor is also laying off employees or a longer term suspension of contributions is contemplated, and the plan is a type of safe harbor plan that does not already provide for 100% vesting, plan sponsors should be aware that the IRS may require full vesting of affected participants if there is a partial plan termination. Full vesting is also required if there is a permanent discontinuance of contributions.

Other benefit provisions: Plan sponsors that are suspending safe harbor contributions might consider adopting a discretionary contribution provision. They will then have the option to make a 2020 or future year contribution that is less than the required safe harbor contribution. Plan sponsors with nonqualified unfunded deferred compensation plans in place should also be aware that highly compensated employees excluded from safe harbor contributions will not be able to compensate by increasing their elected contributions to these nonqualified plans in the middle of a year.

 

Carol Buckmann is a co-founding partner of Cohen & Buckmann P.C. As a highly regarded employee benefits and ERISA [Employee Retirement Income Security Act] attorney, Buckmann deals with the foremost issues in ERISA, including pension plan compliance, fiduciary responsibilities and investment fund formation.

She has 40 years of practice in this area of the law and a depth of experience on complex pension law and fiduciary problems. She regularly shares her thoughts on new developments in the benefits industry on Insights, Cohen & Buckmann’s blog, and writes and speaks on ERISA topics. Buckmann has been recognized by Martindale-Hubbell as an AV Pre-eminent Rated Lawyer, was selected for inclusion in the Best Lawyers in America and was named one of the Super Lawyers in Employee Benefits.

This feature is to provide general information only, does not constitute legal or tax advice, and cannot be used or substituted for legal or tax advice. Any opinions of the author do not necessarily reflect the stance of Institutional Shareholder Services or its affiliates.

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