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Lowenstein Sandler LLP

Megan Monson

Megan Monson


Lowenstein Sandler LLP
New Jersey, U.S.A.

tel: 973.597.2570
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Local Time: Thu. 08:30


With a focus on ensuring compliance and minimizing cost, Megan advises businesses and C-suite executives on a wide variety of employee benefits and executive compensation matters. She represents an array of public and private businesses of varying sizes and across multiple industries.

Megan’s experience ranges from plan design, implementation, and ongoing administration and compliance through termination. She provides legal counsel pertaining to tax qualified plans, welfare plans, and Affordable Care Act issues, as well as on deferred compensation and equity arrangements intended to attract and retain employees.

Megan also assists in the negotiation of employment and separation agreements and applies honed skills in both company and executive representation. Due to her exposure to analyzing the issues from both perspectives, Megan is able to effectively negotiate, identify, and advise on potential problems before progress can be obstructed.

Moreover, she provides counsel on the employee benefits and executive compensation aspects of business transactions. This includes assisting with the transition of employee benefits arrangements; implementing new benefits arrangements such as retention bonuses, management incentives, and equity plans; complex 280G analyses and completion of shareholder votes; and negotiating the terms of benefits deal documents.

Prior to joining the firm, Megan worked as a tax consultant for Deloitte Tax LLP. While attending law school, she served as a judicial intern for the Hon. Freda L. Wolfson of the U.S. District Court for the District of New Jersey.

Bar Admissions

    New York
    New Jersey


Seton Hall University School of Law (J.D. 2013), Tax Law Society; Social Justice – Pro Bono Program
Syracuse University (B.A. 2010), magna cum laude
Areas of Practice

Capital Markets Litigation
Lowenstein Sandler LLP 

Litigation News for the Global Financial Community


New Guidance Establishes June 9 Effective Date for Fiduciary Rule, but also Raises Uncertainty as the DOL Continues to Review the Rule
Lowenstein Sandler LLP, May 2017

In the continuing saga of the Fiduciary Rule, the U.S. Department of Labor (“DOL”) issued a final regulation setting June 9 as the new effective date of the Fiduciary Rule. However, the DOL granted relief from certain requirements until January 1, 2018, and also added uncertainty as it continues to review the Fiduciary Rule in the interim...

Fiduciary Rule Update: Department of Labor Issues Temporary Enforcement Relief
Lowenstein Sandler LLP, March 2017

On March 10, the U.S. Department of Labor (“DOL”) took a procedural step in its fresh review of the Fiduciary Rule by issuing a temporary enforcement policy. The temporary enforcement policy is intended to spare advisors uncertainty and confusion regarding enforcement of the Fiduciary Rule which, despite the review, has an April 10 effective date...

Additional Articles

While stock options may be the typical “go-to” form of employee incentive, a company may have reason to seek alternatives. Many employers provide employees with equity-based compensation such as stock options or restricted shares, but often employees are not receiving the value these incentives were intended to provide. In other cases, a company may want to avoid granting actual equity or supplement equity awards with additional incentives. For any of these reasons, employers should consider new approaches to help retain employees and reward performance.

Generally, employees only see benefits from stock-based compensation when their companies go public or are sold. Many employees, however, never exercise stock options, a February report by Schwab Stock Plan Services noted. Only half of stock compensation program participants were confident about making the right decisions about their plan, Schwab found. Employers’ concerns about whether employees value stock options could be a reason that their use has declined in recent years, according to a 2017 report from FW Cook.

This article first appeared in Law360 on October 29, 2018. (subscription required to access article)

“Titanic.” We’ve all seen it and enjoyed watching the ill-fated love affair between Rose and Jack develop during the course of an over-length movie. We watched Rose grapple with the tough decisions between living up to others’ expectations and following her heart. We rooted Rose on as she decided to spurn her high-society fiancé and defy her mother to be with her true love. And, in a true Hollywood twist of fate (spoiler alert!), we watched in horror as Rose’s happiness is shattered when Jack slowly sinks to the bottom of the ocean.

However, the most compelling scene of the movie takes place at the very end, when the camera pans Rose’s room and we see that, after she survived the Titanic and lost the love of her life, Rose went on to live a full life. She married and had children, who gave her beautiful grandchildren. She learned to ride a horse even though Jack was not there to teach her. And Rose likely refined her spitting technique to be truly award worthy (and note, we did not say “like a man”). In other words, Rose experienced a number of highs and lows in her life. She faced many difficult decisions and things didn’t always work out the way she expected or wanted, but she kept moving forward.

WSG's members are independent firms and are not affiliated in the joint practice of professional services. Each member exercises its own individual judgments on all client matters.

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