Visit us at to earn college credit for only $20 a credit! We now offer multi-packs, which allow you to purchase 5 exams for the price of 3, or 10 exams for the price of 5, and are thus the most efficient and affordable way to earn college credit with LawShelf courses. LawShelf courses have been evaluated and recommended for college credit by the National College Credit Recommendation Service (NCCRS), and may be transferred to over 1,500 colleges and universities. We also have established a growing list of partner colleges that guarantee LawShelf credit transfers, including Excelsior University, Thomas Edison State University, University of Maryland Global Campus, Purdue University Global, Touro University Worldwide, and many more!

Subscribe for weekly legal videos and visit us at for more LawShelf resources! LawShelf is a project of National Paralegal College …(read more)

LEARN MORE ABOUT: Qualified Retirement Plans

REVEALED: How To Invest During Inflation

HOW TO INVEST IN GOLD: Gold IRA Investing

HOW TO INVEST IN SILVER: Silver IRA Investing

Overview of the Employee Retirement Income Security Act: Module 1 of 5

The Employee Retirement Income Security Act (ERISA) is a comprehensive piece of legislation enacted by the United States Congress in 1974. It was designed to protect the rights and interests of employees who participate in employer-sponsored retirement plans and other welfare benefit plans. ERISA is a complex law that governs a wide range of activities related to employee benefits, including retirement plans, health insurance, and disability insurance.

This article serves as an introduction to ERISA and its key provisions, focusing on module 1 of a comprehensive overview of the Act.

Module 1: Purpose and Coverage

The first module of ERISA provides an introduction to the Act’s purpose and the scope of its coverage. ERISA was enacted to address concerns about the mismanagement and abuse of employee benefit plans by employers and plan administrators.

The Act establishes standards of conduct for employers and plan administrators and grants certain rights and protections to employees participating in these plans. ERISA aims to ensure that employees receive the benefits they have been promised and that the administration of employee benefit plans is carried out in a fair and efficient manner.

ERISA generally covers private-sector employers who offer employee benefit plans, including retirement plans, health insurance plans, and disability insurance plans. It also covers certain plans sponsored by non-profit organizations and government entities. However, the Act does not apply to benefit plans established or maintained by churches or church-affiliated organizations.

Module 1 of ERISA also defines important terms used throughout the Act, such as “employee benefit plan,” “participant,” and “fiduciary.” An employee benefit plan is broadly defined as any plan, fund, or program established or maintained by an employer or employee organization that provides benefits to employees or their beneficiaries. A participant is an individual who is or may become eligible to receive benefits from an employee benefit plan. A fiduciary is a person or entity with authority or control over the management or administration of an employee benefit plan.

ERISA sets minimum standards for the operation and administration of employee benefit plans. These standards include requirements for reporting and disclosure, participation and vesting, funding, fiduciary responsibility, and enforcement. The Act also establishes the Pension Benefit Guaranty Corporation (PBGC), a federal agency that provides insurance to protect employees’ pension benefits in the event that their pension plans fail.

In summary, module 1 of ERISA provides an overview of the Act’s purpose, coverage, and key definitions. It sets the stage for the following modules, which dive deeper into specific provisions and requirements of ERISA. By understanding the purpose and coverage of ERISA, employees can better navigate and protect their rights under their employer-sponsored benefit plans.