FAQ

No, as a defined benefit plan all the assets of the NPF are held in one trust for the benefit of all Participants and Beneficiaries. Benefits are only paid out upon retirement. Benefits are paid out monthly, not in a lump sum except in limited circumstances and in very small amounts.

The general due date for the National Benefit Funds is no later than the 20th of the month after the month in which the work is performed; however, you should check your collective bargaining agreement as your due date may be earlier.

A Contributing Employer can file its monthly report (or weekly if required) and pay electronically using our Internet Payment System (‘IPS’). We encourage all of our Contributing Employers to remit their contributions electronically through the IPS to insure a timely remittance which will avoid liquidated damages and interest, but also to save the company time and money. The IPS allows Contributing Employers to send both their monthly data and to make their monthly payment through our secure website. Learn more about our Internet Payment System (IPS) by contacting Eddie Geisler. If the IPS is not used, a Contributing Employer can mail their remittance on a monthly remittance report to the following address: Sheet Metal Workers’ National Pension Fund P.O. Box # 79321 Baltimore, MD 21279-0321

An Employer’s failure to pay contributions when due is a violation of the CBA, the Fund’s Trust Document, and federal law. SMART could require that the Local Union withhold labor from that Employer. An Employer’s continued nonpayment can lead to the Fund’s termination of the Employer, in which event your members will no longer earn pension credit. The Employer will be sued. Federal law requires the Employer to pay interest, 20% liquidated damages and attorneys’ fees.

The NPF Trust Document provides that an Employer will allow for an audit of the entire personnel payroll wage records of all employees. Currently the NPF audits approximately 20% of our Employers, so that an Employer is typically audited every five years. If an audit reveals that inaccurate reports or insufficient contributions have been remitted the Employer may be required to pay all fees, including audit fees and expenses and attorneys’ fees and costs incurred in collection.

As indicated earlier, the NPF audits every five years and recognize that some Employers may have undergone a similar process with the local union. It is for this reason that we are constantly seeking out local unions that may wish to enter into a joint-audit program. If you are interested in obtaining more information contact Ken Anderson.

Withdrawal liability is a share of unfunded vested benefits which can be imposed upon an Employer that stops contributing to NPF. Special rules apply for Employers in the building and construction industry. If a building and construction industry employer ceases contributions to NPF (say it goes non union, or the local union and Employer negotiates NPF out of the collective bargaining agreement), then it will face liability. If it simply shuts down, there is no liability. A nonconstruction employer can face liability regardless of the reason its ceases contributing to the NPF. An Exit Contribution can be assessed against any Employer that stops contributing to the NPF, but for a variety of reasons does not owe withdrawal liability. The Exit Contribution is equal to the last three years of contributions.

A salting campaign may help a local union organize and hopefully expand NPF’s contribution base. However, before sending a member to a non-union shop, the local union should be aware of the steps necessary to preserve the member’s benefits with the Fund.

Information about a Participant’s work in Covered Employment can be obtained from the Participant Sign In page, which includes a listing of the Employer(s), number of hour(s), and the Contribution Rate(s) remitted on his or her behalf on an annual basis. In order to log in he/she would need their social security number and their IA# which can be obtained from their dues receipt. Go to the Participant Sign in page.

If a member contacts you about missing hours you should contact the NPF about the discrepancy and if possible provide evidence of hours worked.

You should advise them to complete an application and submit it to the Fund Office. The member should indicate in the application that he/she is applying for information rather than a benefit. The Fund Office will review the member’s work history and provide a response generally within sixty (60) days of receipt. This response will advise the member of his or her eligibility for benefits. Contact Debbie Elkins and we will arrange to send some applications. Download a Pension Application.

In order to earn Pension Credit and increase a benefit a Participant has to work in Covered Employment. If he has attained Vested Status then unemployment will not affect his Normal Retirement Benefit which is payable at age 65, but could affect his ability to retire before this age. If he has not attained Vested Status he could incur a Permanent Break in Service.

Plan Rules require that Participants notify the Fund office, in writing, in advance of his/her retirement date. For example, if a Participant wants to receive benefits effective January 1, the Fund Office must receive written notice on or before December 31. However, we ask that you strongly encourage your members to notify the Fund Office three to six months in advance of their retirement.

Generally, a Retiree cannot work in Disqualifying Employment, which includes work in the Sheet Metal Industry, because the NPF is a retirement plan which provides benefits to Participants working in sheet metal. The Sheet Metal Industry encompasses many different positions including almost any kind of construction work. Learn more about Work after Retirement.

Disqualifying Employment includes both paid and non-paid work. However, in certain limited cases the Plan Rules allow for continued work under certain limited circumstances. If a Retiree is considering working while collecting a pension we strongly encourage the Retiree to seek approval in writing from the Fund Office in advance of accepting the employment in order to avoid any loss of benefits. All requests should include the name and address of the employer along with a detailed job description.

If a Participant disagrees with a determination, he/she must submit an appeal. In order to do so, the Participant must write the Fund Office within 180 days of receipt of the determination and request that the appeal be considered at the next quarterly Appeals Committee Meeting. An appeal must be received within 30 days of the meeting; otherwise, it will be considered at the following meeting. The appeal must state the reasons in writing and include any documentation that may support the appeal. In the event the appeal is denied, and the member wants to file a lawsuit, he/she must do so within 90 days after receiving the notice of denial; otherwise, the claim will be barred. If the member chooses not to appeal but wants to file a lawsuit, he/she must do so within 270 days of receipt of the determination, or their claim will be barred. Note also that failure to seek an appeal may foreclose any further challenge to the Fund’s determination. Learn more about appeal rights.

When a Participant retired with the NPF he was offered an opportunity to designate a Beneficiary. If he later wishes to change this earlier designation, please advise him to contact the Fund office. If it is possible for him to change his beneficiary, we will send him the necessary paperwork. If a Participant is not receiving a pension, and was not married at the time of his death, the Plan provides that a Lump Sum Death Benefit may be payable provided certain service requirements are met. There is no beneficiary designation for this benefit. If a Lump Sum Death Benefit is due it will be paid out as follows:

• Equally to his/her children, if no children,
• Equally to his/her parents, if no parents,
• Equally to his/her siblings, if no siblings,
• No benefits are payable.

Learn more about Pre-Retirement Death Benefits.