Heriberto Chavez v. Plan Benefit Services

957 F.3d 542
CourtCourt of Appeals for the Fifth Circuit
DecidedApril 29, 2020
Docket19-50904
StatusPublished
Cited by33 cases

This text of 957 F.3d 542 (Heriberto Chavez v. Plan Benefit Services) is published on Counsel Stack Legal Research, covering Court of Appeals for the Fifth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Heriberto Chavez v. Plan Benefit Services, 957 F.3d 542 (5th Cir. 2020).

Opinion

Case: 19-50904 Document: 00515398715 Page: 1 Date Filed: 04/29/2020

IN THE UNITED STATES COURT OF APPEALS FOR THE FIFTH CIRCUIT United States Court of Appeals Fifth Circuit

FILED No. 19-50904 April 29, 2020 Lyle W. Cayce Clerk

HERIBERTO CHAVEZ; EVANGELINA ESCARCEGA, as the legal representative of her son Jose Escarcega; JORGE MORENO,

Plaintiffs–Appellees,

versus

PLAN BENEFIT SERVICES, INC.; FRINGE INSURANCE BENEFITS, INCORPORATED; FRINGE BENEFIT GROUP,

Defendants–Appellants.

Appeal from the United States District Court for the Western District of Texas

Before SMITH, GRAVES, and HO, Circuit Judges. JERRY E. SMITH, Circuit Judge:

A district court must engage in a “rigorous analysis” when it certifies a class action. In the absence of that rigor, we vacate the certification order. Case: 19-50904 Document: 00515398715 Page: 2 Date Filed: 04/29/2020

No. 19-50904 I. Plan Benefit Services, Inc., Fringe Insurance Benefits, Inc., and Fringe Benefit Group (collectively “FBG” or “the company”) market and administer retirement and health benefit plans to various employers. FBG offers the plans through two trusts, and there are many plan options, which (FBG asserts) vary in fees and structures. Employers can sign up to provide their employees with benefits through those offerings; or they can retain FBG merely to keep records and supply administrative services.

The named plaintiffs are current and former employees of a company that contracted with FBG for various services. They sued FBG under the Em- ployee Retirement Income Security Act of 1974 (“ERISA”), 29 U.S.C. § 1001 et seq. The thrust of their complaint is that FBG has acted as a fiduciary and breached its duties. They charge that the company accepted excessive fees, handpicked providers to maximize its profits, controlled disbursements from the trusts for its own benefit, and unlawfully procured indirect compensation. In short: They allege garden-variety fiduciary misbehavior.

The plaintiffs seek to represent a class of “all participants in and bene- ficiaries of employee benefit plans that provide benefits through [the trusts], . . . from July 6, 2011 until the time of trial.” The proposed group involves some 90,000 individuals and implicates many employers and plans. 1

1 The record does not reveal the exact number of employers and plans, but the com- plaint and briefs suggest that there are at least 1,700. Both sides agree that each employer that participates in the trusts creates its own plan arrangement. Compare Plaintiffs’ Brief at 20 (“[E]ach employer that joins [the trusts] creates an individual employer plan[.]”), and Amended Complaint at ¶ 53 (“Each participating employer’s health and welfare plan is an employee welfare benefit plan within the meaning of ERISA[.]”), with FBG’s Opening Brief at 5–6 (contending that each employer creates its own plan by selecting various options). And the complaint alleges that, as of 2015, one trust had 1,716 participating employers and the other had 162, resulting in a minimum estimate of over 1,700, even if one assumes overlap between the two. FBG asserts that the number is much higher, given that the class includes participants over several years, but it does not dispute a floor of 1,700. (The parties strongly 2 Case: 19-50904 Document: 00515398715 Page: 3 Date Filed: 04/29/2020

No. 19-50904 FBG opposes certification with predictable vigor. It maintains that the central issues—such as whether FBG was a fiduciary or charged excessive fees—necessarily turn on the diverse features of each plan, so a class involving so many of them is improper.

After a hearing, the court certified the class. It settled on a mandatory Federal Rule of Civil Procedure 23(b)(1)(B) class and found that Rule 23(a)’s prerequisites—numerosity, commonality, typicality, and adequacy—are met.

Despite the complexity of the certification issues, the sweeping scope of the proposed class, and FBG’s numerous case-specific objections, the court’s certification order has about five pages of substantive analysis. We accepted this interlocutory appeal, see FED. R. CIV. P. 23(f), and vacate.

II. A. Given the impact of certification, district courts must analyze Rule 23 with special attention. Certification is proper only where “the trial court is satisfied, after a rigorous analysis,” 2 that the Rule’s requirements are met. Put another way, “a district court must detail with sufficient specificity how the plaintiff has met the requirements of Rule 23.” Vizena v. Union Pac. R.R., 360 F.3d 496, 503 (5th Cir. 2004) (per curiam).

“Rule 23 does not set forth a mere pleading standard.” Dukes, 564 U.S.

disagree, however, as to whether differences among the plans are material.) The district court and the parties are free to arrive at a more precise number in future proceedings. 2 Wal-Mart Stores, Inc. v. Dukes, 564 U.S. 338, 350–51 (2011) (emphasis added); see also Comcast Corp. v. Behrend, 569 U.S. 27, 33 (2013) (same); Gen. Tel. Co. of the Sw. v. Falcon, 457 U.S. 147, 161 (1982) (same); M.D. ex rel. Stukenberg v. Perry, 675 F.3d 832, 837 (5th Cir. 2012) (“It is well-established that a district court must conduct a rigorous analysis of the Rule 23 prerequisites before certifying a class.” (brackets and quotation marks removed)). 3 Case: 19-50904 Document: 00515398715 Page: 4 Date Filed: 04/29/2020

No. 19-50904 at 350. Instead, “[a] party seeking class certification must affirmatively dem- onstrate his compliance with the Rule—that is, he must be prepared to prove that there are in fact sufficiently numerous parties, common questions of law or fact,” and so on. Id.

As a result, in weighing certification, the court will often have “to probe behind the pleadings,” Falcon, 457 U.S. at 160, because “[t]he class determin- ation generally involves considerations that are enmeshed in the factual and legal issues” of the case, Dukes, 564 U.S. at 351. So the court should seek to “understand the claims, defenses, relevant facts, and applicable substantive law in order to make a meaningful determination[.]” Flecha v. Medicredit, Inc., 946 F.3d 762, 766 (5th Cir. 2020). “If some of the determinations . . . cannot be made without a look at the facts, then the judge must undertake that investi- gation.” Spano v. Boeing Co., 633 F.3d 574, 583 (7th Cir. 2011). The judge cannot merely “review a complaint and ask whether, taking the facts as the party seeking the class presents them, the case seems suitable for class treat- ment.” Id. (emphasis added). Much more is needed.

Thus, to satisfy the rigor requirement, a district court must detail with specificity its reasons for certifying. Vizena, 360 F.3d at 503. It must explain and apply the substantive law governing the plaintiffs’ claims to the relevant facts and defenses, articulating why the issues are fit for classwide resolution. 3 The court should respond to the defendants’ legitimate protests of individual- ized issues that could preclude class treatment. 4 And its analysis must stay

3 See, e.g., Stukenberg, 675 F.3d at 837. We do not mean that the court should decide the merits of the plaintiffs’ claims. That is inappropriate at the certification stage. See, e.g., Amgen Inc. v.

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