The article makes some good points but, ultimately, I'll take a DB with the possibility of a 10% haircut over a poor DC plan any day. 
When an employer goes under while the DB plan is underfunded, the employees still get what's been contributed, along with accrued investment/interest gains, etc.  Employees only lose the portion that's underfunded. What's left is almost always greater than what employees would get under a DC plan.
There's a reason why employers are moving to DC plans and that's because it costs them less. That means the employees get less.

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