Rozek v. New York Blood Center

925 F. Supp. 2d 315, 57 Employee Benefits Cas. (BNA) 1393, 2013 WL 656511, 2013 U.S. Dist. LEXIS 24707
CourtDistrict Court, E.D. New York
DecidedFebruary 21, 2013
DocketNo. 10-CV-3147 (ADS)(WDW)
StatusPublished
Cited by9 cases

This text of 925 F. Supp. 2d 315 (Rozek v. New York Blood Center) is published on Counsel Stack Legal Research, covering District Court, E.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Rozek v. New York Blood Center, 925 F. Supp. 2d 315, 57 Employee Benefits Cas. (BNA) 1393, 2013 WL 656511, 2013 U.S. Dist. LEXIS 24707 (E.D.N.Y. 2013).

Opinion

MEMORANDUM OF DECISION AND ORDER

SPATT, District Judge.

The Plaintiff Susan Rozek (“the Plaintiff’) brings this action under the Employee Retirement Income Security Act (“ERISA”), 29 U.S.C. § 1001 et seq., against the Defendants New York Blood Center (“NYBC”), NYBC in its capacity as Plan Administrator of NYBC, and First Unum Life Insurance Company (“First Unum,” and collectively, “the Defendants”). She alleges that she was wrongfully denied long-term disability benefits by First Unum under the terms of the NYBC Plan (“the Plan”), which was an employee welfare benefits plan funded by the Plaintiffs former employer, NYBC. The Plaintiff also seeks a claim to recover Retirement Income Protection (“RIP”) benefits allegedly due under the terms of the Plan.

Presently before the Court are the parties motions for summary judgment, as well as the Defendants’ in limine motion to preclude the introduction at trial of any evidence other than the contents of the administrative record. For the reasons set forth below, the Court grants summary judgment in favor of the Defendants with respect to all of the Plaintiffs claims. Further, in light of the Court’s summary judgment decision, the Court deems the Defendants’ in limine motion to be moot.

I. BACKGROUND

On October 2, 1989, the Plaintiff began working for the NYBC in the position of a Blood Donor Specialist, also known as a phlebotomist. During her tenure at NYBC, she was a participant in the Plan. During this period, the Plan was insured by First Unum, and First Unum administered all claims for benefits under the Plan.

[319]*319 A. The Plan

Under the terms of the Plan, a plan participant is initially considered disabled — and thus, eligible for long-term disability benefits — when (1) “[she] [is] limited from performing the material and substantial duties of [her] regular occupation due to [her] sickness or injury”; (2) “[she] [has] a 20% or more loss in [her] indexed monthly earning dues to the same sickness or injury”; and (3) “during the elimination period, [she] [is] unable to perform any of the material and substantial duties of [her] regular occupation.” (Administrative Record (“AR”) 119.) The elimination period is defined as “a period of continuous disability which must be satisfied before [a plan participant] [is] eligible to receive benefits from [First] Unum.” (AR 139.) It is set at 180 days. (AR 119.)

“After 24 months of payment,” a plan participant is considered disabled — and thus, remains eligible for long-term disability benefits — when “due to the same sickness or injury, [she] [is] unable to perform the duties of any gainful occupation for which [she] [is] reasonably fitted by education, training or experience.” (AR 119.) The Plan defines gainful occupation as “an occupation that is or can be expected to provide [a plan participant] with an income at least equal to 60% of [her] indexed monthly earnings within 12 months of [her] return to work.” (AR 139.)

Under the Plan, First Unum will cease sending a plan participant long-term disability benefits on the earlier of the following:

— During the first 24 months of payments, when [the plan participant] [is] able to work in [her] regular occupation on a part-time basis but [ ] choose[s] not to;
— After 24 months of payments, when [the plan participant] [is] able to work in any gainful occupation on a part-time basis but [ ] choose[s] not to[;]
— The end of the maximum period of payment;
— The date [a plan participant] [is] no longer disabled under the terms of the plan[;]
— The date [the plan participant] fail[s] to submit proof of continuing disability;
— The date [the plan participant’s] disability earnings exceed[s] the amount allowable under the plan
— The date [the plan participant] dies.

(AR 124.)

The Plan also includes a provision for RIP benefits. Under this provision, First Unum agrees to “pay [a plan participant’s] Employer an extra benefit to be deposited into the plan on [her] behalf” if the plan participant was (1) “receiving disability payments” and (2) “had been a participant in the pension plan for at least 3 months prior to [her] disability[.]” (AR 129.)

The Plan grants First Unum complete discretion and authority to interpret the terms of the Plan and to determine a participant’s eligibility for benefits. In this regard, the Plan states that “[w]hen making a benefit determination under the policy, [First] Unum has discretionary authority to determine [a plan participant’s] eligibility for benefits and to interpret the terms and provisions of the policy.” (AR 115.) According to the Plan,

[i]n exercising its discretionary powers under the Plan, the Plan Administrator and any designee (which shall include [First] Unum as a claims fiduciary) will have the broadest discretion permissible under ERISA and any other applicable laws, and its decisions will constitute final review of [a plan participant’s] claim by the Plan. Benefits under this [320]*320Plan will be paid only if the Plan Administrator or its designee (including [First] Unum), decides in its discretion that the applicant is entitled to them.

(AR 138.)

As part of her motion for summary judgment, the Plaintiff included excerpts from “The Benefits Center Claims Manual” (“the Claims Manual”), which First Unum allegedly uses when making long-term disability benefits determinations. (PL Br., pg. 10-11; Schaefer Decl., Exs. A and B.) According to the Claims Manual,

Benefits Specialists should give significant weight to an award of Social Security Disability benefits as supporting a finding of disability unless there is compelling evidence that the Social Security Award was:
1. based on error of law or abuse of discretion;
2. inconsistent with applicable medical evidence; or
3. inconsistent with the definition of disability contained in the applicable contract.

(Schaeffer Decl., Exh. A.) “Inconsistent applicable medical evidence” is defined as “evidence of illness/injury, limitations, or restrictions that differs to such a degree from that considered by the [Social Security Administration (“the SSA”) ], that there likely would be no finding of disability if the SSA did consider it.” (Schaeffer Decl., Exh. B.) For example, “an independent evaluation after the [social security disability insurance] award was made ... clearly establishing] that the claimant has no current [restrictions and limitations] that would prevent the individual from working” would constitute inconsistent applicable medical evidence. (Schaeffer Decl., Exh. B.)

B. The Plaintiff’s Medical History

On December 21, 2005, the Plaintiff, then 52 years old, sustained injuries when she fell at a mobile blood drive while working. (AR 54.) This was the last day she worked before her alleged disability. (AR 54.) The Plaintiffs first symptoms included back pain, hip pain, right ankle pain, knee pain and leg pain. (AR 54.)

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925 F. Supp. 2d 315, 57 Employee Benefits Cas. (BNA) 1393, 2013 WL 656511, 2013 U.S. Dist. LEXIS 24707, Counsel Stack Legal Research, https://law.counselstack.com/opinion/rozek-v-new-york-blood-center-nyed-2013.