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Long Term Disability / Life /
Accidental Death / ERISA

Our past years of representing insurance companies taught us a thing or two about how they work behind the scenes. Let our experience work for you.

Dallas ERISA Attorney

Under ERISA federal laws, employers are not required to provide benefits to their employees, but if they choose to, there are certain standards by which they must abide. Failure to abide by these standards may result in a violation of ERISA laws. When this happens, ERISA laws allow for the affected employee to file a lawsuit against the employer or their fiduciaries for the breach of duty according to these federal laws.

If a breach of duty occurs, you need to contact an attorney who is experienced in ERISA laws as quickly as possible. The attorneys at the Law Offices of J. Price McNamara will work to ensure that your rights are protected and help you recover any assets and benefits that you might have lost. There are certain things that you should be aware of when it comes to ERISA laws and your employee benefits.


We answer any questions
you have FREE OF CHARGE.

(866) 248-0580

Receiving a bill should never be the first step in getting help. Our firm knows that when dealing with an ERISA, long term disability or insurance claim, what you need is answers, and we are here to provide them free of charge.

Our firm welcomes telephone calls or the opportunity to visit with you in person to answer any questions you may have. We also provide FREE comprehensive case reviews. There is no obligation to hire us as your ERISA attorney.

Why I Love Our Mission Of
Helping People Like You…

Too much is at stake to guess about the best approach and strategy for fighting your denied insurance claim — years and years of financial security.

After spending years representing insurance companies, we don’t guess. We know their playbook and how they work behind the scenes. Using that knowledge, we’ve developed our own Clear Advantage Process for fighting claims.

It’s personally satisfying to use what I’ve learned as an insurance company insider, now for the good — helping families reverse unfair denials of insurance benefits they paid for, need and deserve.


About J. Price McNamara

Price McNamara began his law practice in 1990 representing insurance companies.

In 1995, Mr. McNamara founded McNamara Law Offices, where he represents people across the U.S. who are wrongfully denied long-term disability insurance, life insurance, and accidental death insurance benefits, with special focus on ERISA claims and lawsuits.

His is a member of the Louisiana and Texas Bars, with office locations by appointment only in Baton Rouge, Metairie, and Houston. He lives in Baton Rouge, Louisiana with his wife and their three children.

See How We Have Helped Others In Situations Just Like Yours.

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Your Plan Should be in Writing

Every benefit plan for employees should be maintained and established in a written document. This written document should provide for at least one fiduciary to severally or jointly have authority to manage and control the administration and operation of the employee benefits.


Our number-one goal is getting you and your family back to financial security as soon as possible.

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Baton Rouge Office

10455 Jefferson Hwy,
Suite 2B
Baton Rouge, LA 70809
Phone: (225) 201-8311
Fax: (225) 201-8313
(By Appointment)

New Orleans Office

4141 Veterans Memorial Blvd.
Suite 212
Metairie, LA 70002
Phone: (504) 458-8455
Fax: (225) 201-8313
(By Appointment)

Houston Office

363 N Sam Houston Pkwy E
Ste 1100 PMB, #114
Houston, TX 77060
Phone: (713) 439-0339
Fax: (225) 201-8313
(By Appointment)

The Minimum Indicia for Defining a Plan

A plan, program, or fund that has been established or maintained by an employee organization or employer that is meant to provide medical, disability, accident, death, vacation, or unemployment benefits, training or apprenticeship programs, scholarship funds, or severance benefits to any employee or their beneficiaries may be deemed to exist without a written document or plan or other ERISA requirements.

This means that an ERISA plan may be found to be in existence if a reasonable person could ascertain from the circumstances that there are intended benefits, a source of financing, intended beneficiaries, and certain procedures for obtaining benefits. If all the listed circumstances are met, an ERISA plan may be established without formal documents in place or without a formal name.

Safe Harbor Provisions

Certain plans fall within a Safe Harbor provision. To fall into this provision, the plans must include the following: There have no contributions made by the union or employer, the employee is participating voluntarily, an employer or union has not endorsed the plan, and no compensation has been provided to the union or employer except for reasonable compensation for payroll deductions.

When a Plan is Not an ERISA Plan

Certain employee benefits are exempt from ERISA laws due to the type of employer. ERISA laws will not apply to employee benefit plans in the following situations:

  • The plan is a government plan.
  • The plan is a church plan.
  • The plan is maintained entirely to comply with workers’ compensation, disability insurance, or unemployment compensation laws.
  • The plan is maintained outside of the U.S. for employees who are nonresident aliens.
  • The plan is an excess benefit plan.

Contact an ERISA Attorney Today

The attorneys at the Law Offices of J. Price McNamara will consult with you to determine what violations have taken place under ERISA laws and work to get you the compensation you are entitled to in order to recover any losses you have sustained. Contact our office today to schedule a consultation.

Attorney Advertising. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. Testimonials are not a guarantee, warranty, or prediction of the outcome of your case. By providing certain contact information herein, you are expressly authorizing the recipient of this message to contact you via the methods of communication provided.

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