Rodriguez v. Pacificare of Texas, Inc.

Court of Appeals for the Fifth Circuit·Decided January 12, 1993·No. 91-5571·Published

Opinion

United States Court of Appeals, Fifth Circuit.

No. 91-5571.

David R. RODRIGUEZ, et al., Plaintiffs-Appellants, v.

PACIFICARE OF TEXAS, INC., Michael Heistand, M.D., Defendants-Appellees.

Jan. 12, 1993.

Appeal from the United States District Court for the Western District of Texas Before KING, JOHNSON, and DUHÉ, Circuit Judges.

DUHÉ, Circuit Judge:

David Rodriguez ("Rodriguez") appeals from a summary judgment entered against him and his two minor children on their claims against Pacificare of Texas, Inc. ("Pacificare"), and Dr. Michael Heistand ("Heistand"). These claims stem from Pacificare's refusal to reimburse Rodriguez for medical expenses he incurred. Finding no reversible error, we affirm.

Background and Procedural History Rodriguez's employer provided health insurance benefits to its employees through Pacificare, a health maintenance organization (HMO). After being involved in an automobile accident, Rodriguez sought medical attention for himself and his children from Dr. Heistand, their primary care physician. Rodriguez believed that the attention of an orthopedic specialist was needed, but was stymied in his efforts to obtain a referral letter from Heistand or Pacificare. A referral letter is necessary for the HMO to reimburse the cost of the treatment. Dissatisfied with the response he was receiving from Pacificare and Heistand, Rodriguez went outside his HMO's channels and consulted an orthopedist who placed him in therapy.

Pacificare declined to cover the unapproved expenses. Bypassing the administrative procedures for contesting claim denials,1 Rodriguez, acting pro se, filed suit in Texas state court

1 Normally, failure to exhaust the administrative remedies provided for in an ERISA plan forecloses judicial review of the claim denial. See Denton v. First Nat'l Bank, 765 F.2d 1295, 1300-03 (5th Cir.1985). The deadline for Rodriguez to use Pacificare's grievance procedures has against Pacificare and Heistand for failing to "provide prompt and adequate medical care and coverage." The Appellees removed this action to the district court, and moved for summary judgment. Heistand's motion was supported by his own affidavit, given as a medical expert. Although instructed to identify a medical expert who would contradict Heistand's affidavit, Rodriguez instead filed deposition testimony of a physician given in a worker's compensation action Rodriguez was pursuing in state court. The district court granted summary judgment in the Heistand's favor on the basis of his uncontroverted affidavit. The state law claims against Pacificare were held preempted by federal statute.

Discussion

On appeal, Rodriguez challenges removal jurisdiction and alleges error in the procedures the district court used in granting summary judgment. A. Subject-Matter Jurisdiction and Removal. 1. ERISA Preemption.

Rodriguez has continually challenged the district court's exercise of jurisdiction over his lawsuit after it was removed from Texas state court. Removal is proper for "any civil action of which the district courts have original jurisdiction founded on a claim or right arising under the Constitution, treaties or laws of the United States...." 28 U.S.C. § 1441(b) (1986). While the claims in the present case are couched in terms of state law, the cause of action against Pacificare, as an HMO and health insurance benefits provider, is preempted by the Employee Retirement Income Security Act of 1974 (ERISA), 29 U.S.C. §§ 1001-1461 (1985 & Supp.1992).2 See id. at § 1144(a) (Except as otherwise

long since passed, and to remand this case now would be futile. See Offutt v. Prudential Ins. Co., 735 F.2d 948, 950 (5th Cir.1984) (A reviewing court will not remand to allow a plaintiff to exhaust remedies "when it would be a useless formality.").

2 The Pacificare plan provided to Rodriguez by his employer, Culligan Water Conditioning, clearly meets the requirements to qualify as an ERISA welfare benefits plan. To make this determination, we focus on the employer's involvement in the plan. See Memorial Hosp. Sys. v. Northbrook Life Ins. Co., 904 F.2d 236, 242-43 (5th Cir.1990). This inquiry has been codified into a four-step process:

The terms "employee welfare benefit plan" and "welfare plan" shall not include a group or group-type insurance program offered by an insurer to employers ...

under which

provided, ERISA's provisions "shall supersede any and all St ate laws insofar as they relate to any employee benefit plan....").

Removal is not possible unless the plaintiff's "well pleaded complaint" raises issues of federal law sufficient to support federal question jurisdiction. Louisville & N.R. Co. v. Mottley, 211 U.S. 149, 29 S.Ct. 42, 53 L.Ed. 126 (1908). Generally, federal preemption is a defense to a claim, and "does not appear on the face of a well pleaded complaint, and therefore does not authorize removal to federal court." Metropolitan Life Ins. Co. v. Taylor, 481 U.S. 58, 63, 107 S.Ct. 1542, 1546, 95 L.Ed.2d 55 (1987).

An exception to the well pleaded complaint rule has been carved out for those areas in which Congress has "so completely pre-empt[ed] a particular area that any civil complaint raising this select group of claims is necessarily federal in character." Id. at 63-64, 107 S.Ct. at 1546. Such a niche has been carved o ut by Congress for claims for benefits brought by participants and beneficiaries of ERISA-regulated employee benefit plans. See 29 U.S.C. § 1144(a); Metropolitan Life Ins. Co., 481 U.S. at 66, 107 S.Ct. at 1547; see also Pilot Life Ins. Co. v. Dedeaux, 481 U.S. 41, 55-56, 107 S.Ct. 1549, 1557-1558, 95 L.Ed.2d 39 (1987) (Congressional intention is clear "that all suits brought by beneficiaries asserting improper processing of claims under ERISA-regulated plans be treated as federal questions governed by [ERISA's civil enforcement mechanisms].").

(1) No contributions are made by an employer or employee organization;

(2) Participation in the program is completely voluntary for employees or members;

(3) The sole functions of the employer or employee organization with respect to the program are ... to permit the insurer to publicize the program ..., to collect premiums ..., and to remit them to the insurer; and

(4) The employer or employee organization receives no consideration in the form of cash or otherwise in connection with the program[.]

29 C.F.R. § 2510.3-1(j) (1992) (emphasis added). All four of these criteria must be met in order for a plan to be exempt from ERISA. Gahn v. Allstate Life Ins. Co., 926 F.2d 1449, 1452 (5th Cir.1991). In the present case, Culligan's employees contributed, through payroll deductions, a portion of the insurance premiums; Culligan paid the balance. Such an arrangement sufficed for the necessary employer relationship to the plan in Memorial Hosp. Sys., see 904 F.2d at 243, and we likewise find this sufficient here.

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