C-ELBW study guide
C-ELBW · Work through your exam, one topic at a time.
The Certified Employee Benefits Law Specialist (C-ELBW) is a professional credential for people whose work sits at the intersection of employee benefits and the law: benefits attorneys and paralegals, in-house counsel, compliance officers, HR and total-rewards leaders, plan administrators, consultants, and third-party administrators. It signals that a holder can reason through the statutes and regulations governing retirement and health and welfare plans rather than merely recite them, and can apply that reasoning to real plan documents, participant disputes, and government filings. The C-ELBW study guide has 12 sections and about 3,329 words.
01Retirement Plan Regulation and Compliance: ERISA and the Internal Revenue Code
Every qualified retirement plan lives under two overlapping regimes. ERISA governs fiduciary conduct, reporting, disclosure, and claims; the Internal Revenue Code governs tax qualification through Code sections 401(a), 410, 411, 415, and 401(k).
306 words, about 2 min02Health and Welfare Benefit Plan Regulation: ERISA, ACA, HIPAA, and COBRA
Health and welfare plans sit under ERISA plus three statutory overlays: the Affordable Care Act (market reforms, mandates, reporting), HIPAA (portability, nondiscrimination on health status, privacy), and COBRA (continuation coverage). Candidates must be able to identify which overlay governs a given issue.
318 words, about 2 min03Fiduciary Duties and Prohibited Transactions
ERISA section 404(a) imposes prudence, loyalty (exclusive benefit), diversification, compliance with plan documents, and reasonable fees. The prudent expert standard is objective: what a knowledgeable person acting in a like capacity would do.
299 words, about 1 min04Qualified Plan Design, Coverage, and Nondiscrimination Testing
Plans vary by type (defined benefit, defined contribution, 401(k), 403(b), ESOP), contribution formula, vesting schedule, and distribution options. Design decisions drive testing outcomes.
275 words, about 1 min05Plan Administration, Reporting, and Disclosure
Plan administrators must file Form 5500 annually for most ERISA plans, with schedules for financial information, service provider fees, and actuarial data. Small plans may file the short form.
298 words, about 1 min06Executive Compensation and Deferred Compensation: 409A, 280G, and 162(m)
409A governs nonqualified deferred compensation. It requires a written plan, a permissible distribution event, a fixed distribution timing, and restrictions on acceleration.
291 words, about 1 min07Employee Benefits Taxation and Tax Treatment
Employer-provided benefits are generally deductible to the employer and excludable to the employee only when a specific Code provision allows exclusion. Otherwise, the value is includible in gross income.
300 words, about 2 min08ERISA Claims Procedure and Benefit Disputes
ERISA section 503 and the DOL claims procedure regulation establish minimum standards for handling benefit claims and appeals. Group health plans and disability plans follow stricter timelines than pension plans.
278 words, about 1 min09Multiemployer Plans and Withdrawal Liability
Multiemployer plans are collectively bargained plans to which two or more unrelated employers contribute. They are governed by a board of trustees, typically with equal employer and union representation.
263 words, about 1 min10Employee Benefits Ethics and Professional Responsibility
Benefits professionals serve multiple stakeholders: plan sponsors, participants, and regulators. Ethical practice requires competence, confidentiality, conflict-of-interest disclosure, and accurate representation of plan terms.
238 words, about 1 min11Plan Correction Programs and Voluntary Compliance
EPCRS is the IRS program for correcting qualification failures. It has three components: Self-Correction (SCP), Voluntary Correction Program (VCP), and Audit Closing Agreement Program (CAP).
242 words, about 1 min12Recent Legislative and Regulatory Developments
SECURE Act 1.0 and 2.0 changed retirement plan rules significantly. Key changes include the repeal of the maximum age for traditional IRA contributions, required minimum distribution age increases, expanded startup credits for small employers, and provisions encouraging automatic enrollment.
221 words, about 1 min