Cigna v. Exec. Risk Indemnity and Nutmeg Ins.

CourtSuperior Court of Pennsylvania
DecidedFebruary 3, 2015
Docket3538 EDA 2013
StatusUnpublished

This text of Cigna v. Exec. Risk Indemnity and Nutmeg Ins. (Cigna v. Exec. Risk Indemnity and Nutmeg Ins.) is published on Counsel Stack Legal Research, covering Superior Court of Pennsylvania primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Cigna v. Exec. Risk Indemnity and Nutmeg Ins., (Pa. Ct. App. 2015).

Opinion

J-A25031-14

NON-PRECEDENTIAL DECISION - SEE SUPERIOR COURT I.O.P. 65.37

CIGNA CORPORATION, IN THE SUPERIOR COURT OF PENNSYLVANIA Appellant

v.

EXECUTIVE RISK INDEMNITY, INC. AND NUTMEG INSURANCE COMPANY,

Appellees No. 3538 EDA 2013

Appeal from the Order October 21, 2013 in the Court of Common Pleas of Philadelphia County Civil Division at No.: February, Term, 2012 No. 003993

BEFORE: DONOHUE, J., WECHT, J., and PLATT, J.*

MEMORANDUM BY PLATT, J.: FILED FEBRUARY 03, 2015

Appellant, Cigna Corporation, appeals from the order granting

summary judgment in favor of Appellees, Executive Risk Indemnity, Inc. and

Nutmeg Insurance Company, and dismissing Appellant’s complaint with

prejudice.1 Appellant sought a declaration of coverage under a fiduciary

liability policy for ERISA2 violations found in an underlying federal class

action. Appellees denied coverage under a policy exclusion for deliberately

____________________________________________

* Retired Senior Judge assigned to the Superior Court. 1 Although the order appealed from is dated October 18, it was docketed on October 21. We have amended the caption accordingly. 2 Employee Retirement Income Security Act of 1974, 29 U.S.C. §§ 1001– 1461. J-A25031-14

fraudulent or criminal acts or omissions. Appellant challenges the trial

court’s application of the fraudulent acts exclusion. We affirm.

The material facts of the underlying litigation are not in substantial

dispute, although the parties disagree markedly on the legal consequences.

(See Appellant’s Brief, at 5-18; Appellees’ Brief, at 4-14). However, this

protracted course of litigation has extended longer than a decade. We

summarize only the facts most relevant to this appeal.3

On December 21, 1998 Cigna amended its retirement plan, retroactive

to January 1, 1998. In simplified terms, Cigna converted its traditional

defined benefit pension plan to a cash balance plan. Cigna assured plan

participants in the notification materials that the conversion would not affect

benefits accrued as of December 31, 1997. In fact, the conversion was

presented as an enhanced benefit. Nevertheless, there is no dispute on

appeal that under certain circumstances some plan participants would have

their expected benefits or accruals reduced or frozen, in a process

designated “wear away.”4 Furthermore, there is no dispute that to avoid an ____________________________________________

3 A more complete factual account is contained in Amara v. CIGNA Corp., 534 F.Supp.2d 288 (D. Conn. 2008), and Amara v. CIGNA Corp., 559 F.Supp.2d 192 (D. Conn. 2008), as well as the Supreme Court’s discussion of the case in CIGNA Corp. v. Amara, 131 S. Ct. 1866 (2011). To avoid confusion, and aid in clarification, rather than employ sequential numerals, we will continue to provide citations for the various stages of the Amara litigation, unless the specific case cited is otherwise clear in context. 4 “Wear away occurs when an employee continues to work at a company but does not receive additional benefits for those additional years of service.” (Footnote Continued Next Page)

-2- J-A25031-14

anticipated employee backlash at the wear away phenomenon (and the

possible reduction in retirement benefits), Appellant withheld or declined to

provide documentation which would have confirmed the risk of reduced

benefits.

In 2001, plan participants brought a class action lawsuit on behalf of

some 27,000 employees, alleging in essence that the plan amendments had

the net effect of reducing benefits or benefit accruals for some plan

participants in violation of ERISA. Eventually, Judge Mark R. Kravitz, of the

federal district court in Connecticut, decided that Appellant’s changes were

permitted under ERISA, but that Appellant or its affiliate pension plan had

violated ERISA-required notice provisions by providing misleading summary

plan descriptions (SPD’s) and Summaries of Material Modifications (SMM’s) _______________________ (Footnote Continued)

Amara v. CIGNA Corp. 2014 WL 7272283, *4 (C.A.2 (Conn. (C.A.2 (Conn.), filed December 23, 2014).

Wear away means that there are periods of time in which the employee’s account balance is less than the employee's minimum benefit. What wear away means in practice is that even though an employee is continuing each year to receive pay and interest credits under Part B, and the employee's account balance may even be growing, it nonetheless remains less than the minimum benefit earned as of December 31, 1997; in effect, where there is wear away, even though the employee continues to work for CIGNA and continues to receive benefit credits, the employee’s expected retirement benefits have not grown beyond what the employee was entitled to under Part A as of December 31, 1997.

Amara v. Cigna Corp., 534 F.Supp.2d 288, 303-04 (D. Conn. 2008).

-3- J-A25031-14

in an apparent effort to forestall objections from plan participants. See

Amara v. Cigna Corp., 534 F.Supp.2d 288, 296 (D. Conn. 2008) (referred

to by the parties as Amara I).5 In pertinent part, the district court

summarized its findings of fact and conclusions of law as follows:

[I]n effectuating the conversion to the cash balance plan, CIGNA did not give a key notice to employees that is required by ERISA; and CIGNA’s summary plan descriptions and other materials were inadequate under ERISA and in some instances, downright misleading. ERISA gives employers substantial leeway in designing a pension plan, and the Court believes that CIGNA’s Plan complies with the relevant statutory provisions. However, ERISA also emphasizes the importance of disclosure by employers to employees regarding the details of the company’s pension plan, to enable employees to plan for their retirement and to make decisions of profound importance for their lives. This is where CIGNA failed to fulfill its obligations; the company did not provide its employees with the information they needed to understand the conversion from a traditional defined benefit plan to a cash balance plan and its effect on their retirement benefits.

Id. (emphasis added).

In a subsequent opinion, Judge Kravitz ordered the reformation of the

contract (the pension plan) as a remedy for Appellant’s violations. See

Amara v. CIGNA Corp., 559 F.Supp.2d 192, 222 (D. Conn. 2008). The

parties cross-appealed. The Second Circuit affirmed in an unpublished

opinion. See Amara v. CIGNA Corp., 348 Fed. Appx. 627, 2009 WL

3199061 (C.A.2 (Conn.) 2009). ____________________________________________

5 This decision is also variously referred to by the parties and the trial court as the “Liability Opinion.”

-4- J-A25031-14

However, the United States Supreme Court vacated and remanded.

See CIGNA Corp. v. Amara, 131 S. Ct. 1866 (U.S. 2011). In reviewing

whether the district court applied the correct legal standard for relief, the

High Court reasoned, in part, that the district court relied on the wrong

ERISA remedy provision. See id. at 1871.

On remand, because Judge Kravitz had died in the meantime, the case

was reassigned to District Court Judge Janet Bond Arterton. Judge Arterton

decided in pertinent part that the remedy of contract reformation was

appropriate. Specifically, she decided that:

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