Smith v. Prudential Insurance Company of America

88 F.4th 40
CourtCourt of Appeals for the First Circuit
DecidedDecember 6, 2023
Docket23-1168
StatusPublished
Cited by8 cases

This text of 88 F.4th 40 (Smith v. Prudential Insurance Company of America) is published on Counsel Stack Legal Research, covering Court of Appeals for the First Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Smith v. Prudential Insurance Company of America, 88 F.4th 40 (1st Cir. 2023).

Opinion

United States Court of Appeals For the First Circuit

No. 23-1168

BRIAN SMITH,

Plaintiff, Appellant,

v.

PRUDENTIAL INSURANCE COMPANY OF AMERICA,

Defendant, Appellee.

APPEAL FROM THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF RHODE ISLAND

[Hon. Mary S. McElroy, U.S. District Judge]

Before

Rikelman, Lipez, and Thompson, Circuit Judges.

George E. Lieberman, with whom Gianfrancesco & Friedemann was on brief, for appellant. Ian H. Morrison, with whom Seyfarth Shaw LLP was on brief, for appellee.

December 6, 2023 RIKELMAN, Circuit Judge. Brian Smith sued Prudential

for breach of fiduciary duty after it terminated his long-term

disability benefits under an insurance policy it issued. Although

the policy specified a three-year limitations period to file a

lawsuit, it also, inexplicably, started the limitations clock on

the date Smith was required to submit proof that he was disabled,

not on the date Prudential allegedly breached the policy by

stopping payment. As a result, the clock had already run out by

the time Smith sued.

Smith now appeals from the entry of summary judgment

against him on the ground that his lawsuit was filed too late. He

asks us to reverse based on three arguments litigated by the

parties below but not addressed by the district court, including

a potentially winning argument that enforcing the limitations

scheme in this case would violate Rhode Island public policy.

There are compelling reasons for concluding that the limitations

scheme here may indeed run contrary to Rhode Island public policy,

and holding so would mean a ruling in Smith's favor. But because

we believe that reversing and remanding on that ground arguably

would amount to an expansion of Rhode Island law, we certify the

public policy question to the Rhode Island Supreme Court.

- 2 - I. BACKGROUND

A. Relevant Facts1

Brian Smith, a Rhode Islander, was an accountant and

vice president for tax operations of Comverse Technology when he

began experiencing symptoms of cognitive decline in 2015. After

a neuropsychologist diagnosed Smith with mild cognitive

impairment, Smith sought the care of an occupational physician,

who determined that Smith could no longer work as a tax

professional. Smith left his job on October 31, 2015.

Shortly thereafter, Smith filed a timely claim for

benefits under his long-term disability policy with Prudential.

Prudential approved his claim and began paying Smith on January

30, 2016. Smith received a monthly benefit of $3,000 for nearly

two and a half years until Prudential notified him on May 3, 2018,

that his benefits had been terminated effective the next day.

After exhausting his right to internal appeals with Prudential,

Smith received his final denial notice on August 28, 2019.

Smith's insurance policy does not include a single,

stand-alone provision specifying a date by which Smith had to sue

Prudential after a denial or termination of benefits. Instead, it

includes a mystifying six-step calculation ("the limitations

Because Smith appeals from a grant of summary judgment to 1

Prudential, we construe the facts in the light most favorable to him as the non-moving party. Minturn v. Monrad, 64 F.4th 9, 14 (1st Cir. 2023).

- 3 - scheme") requiring Smith and other beneficiaries to piece together

disparate provisions and information from four documents.2 We have

previously characterized limitations schemes nearly identical to

the one in this case as "labyrinthine" and "designed to confuse."

Santana-Díaz v. Metro. Life Ins. Co., 816 F.3d 172, 176 n.3,

181 n.10 (1st Cir. 2016).

The puzzle here begins with this clause in the policy:

You can start legal action regarding your claim 60 days after proof of claim has been given and up to 3 years from the time proof of claim is required, unless otherwise provided under federal law.

(Emphasis added.) On a separate page, the policy states that proof

of claim must be submitted "no later than 90 days after your

elimination period ends." Still another section of the policy

states that an elimination period is a fixed duration during which

a beneficiary must show "continuous disability." Under the policy,

the elimination period may be 13 weeks or 26 weeks depending on

whether the beneficiary is enrolled in an "Option 1" or "Option 2"

plan. The fact that Smith was part of an Option 1 plan is specified

2 The four documents are: a Certificate of Coverage, a Claims and Appeals addendum (which, by its terms, is "not part of the . . . Certificate"), the letter initially approving Smith's long-term disability claim, and a Group Contract between J.P. Morgan Chase and the American Institute of Certified Public Accountants (AICPA) Trust, of which Smith is a beneficiary. Under the Group Contract, Prudential provides long-term disability insurance to beneficiaries of the trust, including Smith, and Smith's individual insurance policy incorporates the Group Contract. The Group Contract includes a provision stating that it is governed by New York law.

- 4 - in yet another, separate document: the letter approving his

benefits. So, to sum up the first four steps of the calculation:

For Option 1 plan participants like Smith, legal action must be

brought within three years of the expiration of the 13-week

elimination period, plus 90 days. In total, that is roughly three-

and-a-half years from the date the beneficiary ceases working.

The math continues: Two more steps are necessary to

calculate the ultimate deadline for filing a lawsuit. When

Prudential denies benefits -- or, as for Smith, approves benefits

but later terminates them -- the policy affords a beneficiary two

opportunities for internal administrative review, described in a

separate addendum. First, a beneficiary has 180 days from the

date of a denial or termination notice to file an internal appeal,

to which Prudential must respond within 45 days. If Prudential

denies the initial appeal, then a beneficiary may file a second

appeal, again within 180 days, to which Prudential must also

respond within 45 days. While Prudential reviews the second appeal

(although not the first) the company agrees to toll the limitations

period. Hidden within the policy is the fact that although the

second appeal is voluntary, the first appeal is mandatory and must

- 5 - be exhausted before a beneficiary can sue.3 Even an accountant

could find it challenging to piece this formula together.

We now turn our focus to how the limitations math added

up for Smith. Smith ceased work because of his disability on

October 31, 2015, starting the clock on his 13-week elimination

period, which ended January 30, 2016. His proof of claim was due

90 days later, or by April 29, 2016. So under the policy, not

taking into account any internal appeals, Smith's window to sue

would have expired three years later, on April 29, 2019.

After initially paying benefits for over two years,

Prudential terminated Smith's disability payments effective May 4,

2018. Smith's mandatory first appeal was due 180 days later, on

October 31, 2018. He timely filed that appeal on July 2, 2018,

and Prudential notified him that it stood by its termination on

November 13, 2018. Smith then had another 180 days to file a

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Cite This Page — Counsel Stack

Bluebook (online)
88 F.4th 40, Counsel Stack Legal Research, https://law.counselstack.com/opinion/smith-v-prudential-insurance-company-of-america-ca1-2023.