§ 65-05-25 — Lump sum settlements - Granted in discretion of organization - How computed

computed.
1. If an employee is determined to be permanently and totally disabled, the organization
may pay the employee a lump sum equal to the present value of all future payments of
compensation. The probability of the employee's death before the expiration of the
period during which the employee is entitled to compensation must be determined by
generally accepted mortality studies. The organization may not pay the employee a
lump sum unless it has first determined that there is clear and convincing evidence
that the lump sum payment is in the best interest of the employee. Best interest of the
employee may not be deemed to exist because the employee can invest the lump sum
in another manner to realize a better yield. The employee must show a specific plan of
rehabilitation which will enable the employee to return as a productive member of
society.
2. The organization and an employee may compromise to resolve a disputed claim. The
contract of settlement made is enforceable by the parties. The contract may provide
that the employee shall utilize the funds to engage in certain rehabilitation programs. If
the employee breaches the contract, the organization may require the employee to
repay the benefits received under the agreement. In cases in which the extent of
disability is disputed and resolved by agreement, the concept of reopening a disability
claim due to significant change in medical condition is inapplicable.
3. If death results from an injury under the conditions specified in section 65-05-16, the
organization may pay the decedent's spouse or the guardian of the decedent's
children a lump sum equal to the present value of all future payments of
compensation.
4. Notwithstanding any other provision of law, structured settlements may be used to
resolve a dispute or to provide for payment of ongoing future benefits. The
organization may contract with a third-party vendor to provide structured settlement
payments.