Geraci v. Hartford Life And Accident Insurance Company

CourtDistrict Court, N.D. Ohio
DecidedJanuary 31, 2020
Docket5:18-cv-02367
StatusUnknown

This text of Geraci v. Hartford Life And Accident Insurance Company (Geraci v. Hartford Life And Accident Insurance Company) is published on Counsel Stack Legal Research, covering District Court, N.D. Ohio primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Geraci v. Hartford Life And Accident Insurance Company, (N.D. Ohio 2020).

Opinion

UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OHIO EASTERN DIVISION ANN M. GERACI, ) CASE NO. 5:18CV2367 ) Plaintiff, ) MAGISTRATE JUDGE ) GEORGE J. LIMBERT v. ) ) HARTFORD LIFE AND ACCIDENT ) MEMORANDUM OPINION & ORDER INSURANCE COMPANY, ) ) Defendant. ) Before the Court are motions filed by Plaintiff Ann M. Geraci (“Plaintiff”) and Defendant Hartford Life and Accident Insurance Company (“Defendant”) for Judgment on the Administrative Record emanating from Plaintiff’s complaint filed against Defendant pursuant to the Employee Retirement Income Security Act (“ERISA”). ECF Dkt. #1, 20, 23. For the following reasons, the Court GRANTS IN PART Plaintiff’s Motion for Judgment on the Administrative Record (ECF Dkt. #20), DENIES Defendant’s Motion for Judgment on the Administrative Record (ECF Dkt. #23), and ORDERS this case remanded to Defendant for full and fair review of its decision to deny long-term disability benefits to Plaintiff. I. PROCEDURAL HISTORY On October 11, 2018, Plaintiff filed a complaint against Defendant alleging that Defendant violated the Employee Retirement Security Act (“ERISA”), 29 U.S.C. § 1001, et seq., by terminating and refusing to pay Plaintiff continuing long-term disability (“LTD”)benefits as required under the disability plan (“Plan”) issued by Defendant to Children’s Hospital Medical Center, Plaintiff’s employer. ECF Dkt. #1. 1 from December of 2003 through March of 2015. See Administrative Record (“AR”) at 652. She participated in her employer’s Plan and applied for disability benefits under th Plan on her last day of work, which was March 24, 2015. Id. at 795, 815, 819. In her application for benefits, Plaintiff stated that she has a congenital form of dwarfism with degeneration of her vertebrae, stenosis, and hip pain. Id. at 654. She explained that she was unable to keep up with the work pace and responsibilities of the job due to pain and numerous falls, difficulty concentrating, the inability to lift or carry a laptop or charts, or to climb a stool to reach for or to stoop down to reach charts, or

to sit in order to work on a chart. Id. On October 7, 2015, Defendant approved long term disability benefits for Plaintiff under the Plan, effective September 26, 2015. Id. at 283. In its approval of benefits letter, Plaintiff was informed that: As of September 26, 2017 you must be Disabled from performing Any Occupation in order to remain qualified for LTD benefits. Please refer to page 23 of your LTD policy booklet, which states: “Any Occupation means any occupation from which You are qualified by education, training or experience, and that has an earnings potential greater than the lesser of: 1) the product of Your Indexed Pre-disability Earnings and the Benefit Percentage; or 2) the Maximum Monthly Benefit.” Id. at 285. On November 7, 2017, Defendant informed Plaintiff by letter that effective November 6, 2017, her LTD benefits would be terminated because she no longer met the Plan definition of Disability, which was defined in the Plan. ECF Dkt. # 26 at 191. That definition states as follows: Disability or Disabled means You are prevented from performing one or more of the Essential Duties of: 2 2) Your Occupation, for the 24 month(s) following the Elimination Period, as a result Your Current Monthly Earnings are less than 80% of Your Indexed Pre- disability Earnings; and 3) after that, Any Occupation. Id. The termination of LTD benefits letter also included the definition of “Any Occupation” as defined above. Id. The letter further explained: A review of your claim shows that you became Disabled from performing Your Occupation on 3/25/2015. LTD benefits first became payable on 9/26/2015 upon completion of the benefit Elimination Period. As indicated in our letter of 4/7/2017, effective 9/26/2017 you must be considered Disabled from Any Occupation in order to continue to be eligible for LTD benefits. Based on information recently received in our office, it has been determined that you no longer meet the definition of Disability. Therefore, your LTD claim has been terminated and no benefits will be payable beyond 11/6/2017. Our decision regarding your eligibility for LTD benefits beyond 11/6/2017 was based on policy language and all of the documents contained in your claim file, viewed as a whole, including the following specific information: ! Provider Statement of Abilities completed by Dr. Robert McLain on 7/3/2017 ! Medical Records received from Dr. Robert McLain’s office on 7/3/2017 ! Medical Records received from Dr. Stullberg on 7/25/2017 ! Medical Clinical Manager (MCM) review on 7/18/2017 ! Referral for Independent Medical Evaluation (IME) on 8/10/2017 ! IME completed on 9/29/2017 by Dr. Dennis Glazer ! Letter sent to Dr. Robert McLain from our MCM on 10/18/2017 ! Request for IME Addendum received on 10/23/2017 ! Response from Dr. Robert McLain on 11/3/2017 !Work and Education from you LTD application and Claimant Questionnaire !Employability Analysis information completed by a Vocational Rehabilitation Clinical Case Manager on 10/30/2017 Id. at 192-195. Defendant further informed Plaintiff that, based upon its review of her claim file, including her work and education history, and the Employability Analysis, she could perform a number of occupations which did not exceed her functional abilities and for which she was qualified to work, including the representative occupations of Jacket Preparer, Claims Clerk II, Traffic Clerk, and Skip Tracer. Id. at 195. Defendant informed Plaintiff that if she disagreed with the termination 3 decision, she could appeal for another review of her claim, and if this review again resulted in a denial of further benefits, she could bring the instant civil action under ERISA. Id. Also on November 7, 2017, Defendant noted an update to the October 30, 2017 Employability Analysis Report. ECF Dkt. #26 at 70-71. It noted that: In review of the IME conducted 10/23/17, RTWCM documented that the claimant can sit for up to 1 hour at a time for a total of 2 hours in an 8 hour day. This was noted in error and should have indicated that the claimant can sit for up to 1 hour at one time for a total of 8 hours per work day. Contrary to the functionality for sitting being noted in error, the EAR was still ran based on full time sedentary. Thus, the EAR does not require any adjustments to the original OASYS abilities profile. Therefore, the result of the original Employability Analysis Report remains appropriate. Id. On April 25, 2018, Plaintiff, through counsel, filed an appeal of the denial of her LTD claim with Defendant. ECF Dkt. #26 at 363. Plaintiff included additional and updated medical records and statements from her treating physicians, including the April 17, 2018 medical source statement from Dr. McLain and his treatment notes. Id. at 363-369. She also submitted a letter on May 1, 2018 appealing the November 6, 2017 determination. Id. On June 13, 2018, Defendant made an addendum to the October 30, 2017 Employability Analysis Report. ECF Dkt. #26 at 65-66. The addendum indicated that it was based on Plaintiff’s functional capabilities opined by Dr. Glazer in his independent medical examination of September 29, 2017 and the clarification response that he provided on October 23, 2017, as well as Plaintiff’s education, training and work history. Id. at 65. The clarification letter asked Dr. Glazer whether he had recommendations for Plaintiff’s fingering/handling and reaching. Id. at 485. Dr. Glazer responded that Plaintiff had limitations for grasping and pulling due to her right CMC arthoplasty 4 she could use her upper extremities to reach above her shoulders in a non-load bearing capacity on an occasional basis, she could frequently use her upper extremities at desk/bench level, and she could handle, finger, and feel frequently. Id.

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Geraci v. Hartford Life And Accident Insurance Company, Counsel Stack Legal Research, https://law.counselstack.com/opinion/geraci-v-hartford-life-and-accident-insurance-company-ohnd-2020.