From: Subject: The Employer's Legal Resource - September 2009 Date: Thu, 1 Oct 2009 13:23:01 -0500 MIME-Version: 1.0 Content-Type: multipart/related; type="text/html"; boundary="----=_NextPart_000_0011_01CA429A.4CBC0DF0" X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2900.5579 This is a multi-part message in MIME format. ------=_NextPart_000_0011_01CA429A.4CBC0DF0 Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Content-Location: http://newsletters.dsda.com/employment/september2009.htm The Employer's Legal Resource - September = 2009
Doerner,=20 Saunders, Daniel & Anderson, L.L.P. provides this = e-newsletter=20 for informational purposes only. It is not intended to = provide legal=20 or other professional advice nor does the transmission of = this=20 information create an attorney-client relationship between = any=20 attorney of the Firm and the reader. If you seek legal = advice or=20 assistance, please consult with a competent attorney = familiar with=20 the applicable laws. If you wish to initiate possible = representation=20 by an attorney with this Firm, please call the attorney of = your=20 choice. You will be advised of our processes to avoid = conflicts of=20 interest and requirements of our letter of engagement prior = to the=20 commencement of=20 = representation.
3D"The
3D"The
Tulsa=20 and Oklahoma City
September=20 2009  
A=20 Publication of the Employment Law Group
3Dspacer=20

Contents

Pract= ical=20 Tip

Worke= rs=92=20 Comp

ERISA=

What'= s=20 New

Dates= =20 to Remember




We = encourage you to share this email with others.

To subscribe to this or additional newsletters, click = here.

For=20 more information about our employment law practice, = please=20 visit our website.

Practical Tip

DON=92T=20 WRITE ANYTHING YOU WOULDN=92T WANT THE WORLD TO=20 SEE

You may think the title overly dramatic. Perhaps. = But,=20 every day, we write many things which might, and much = to our=20 chagrin, be discoverable in a lawsuit. More and more, = this=20 involves emails, text messages, blogs, and quips on = social=20 networking sites. (It appears letter writing is = becoming a=20 lost art.)

With the more informal writing that is so = prevalent, it is=20 important that managers and supervisors are mindful of = what=20 they are writing. The email of a company manager about = a=20 former employee may come back to haunt you when that = employee=20 sues. The words of your managers can cause the company = to be=20 liable under many employment laws. Consider training = (or at=20 least cautioning) your managers about the need to = scrutinize=20 everything they write . . . before they hit = =93send.=94

Finally, attorneys often see the word = =93Confidential=94 on=20 company documents. While there are many valid reasons = for=20 this, it is important to remember that your business = reasons=20 for designating something confidential may not have = any=20 bearing upon whether that document must be disclosed = to the=20 opposing party in a lawsuit. This should be a reminder = to us=20 all to pay attention even to our most informal forms = of=20 communication to be sure we do not subject our = employer to=20 liability by being careless.

What seems cute and clever today may seem callous = and=20 ill-humored in front of a jury two years down the = road. :)

By Kristen L. Brightmire, kbrightmire@dsda.com




Workers=92 Comp

BUT=20 IT WAS ONLY AN ACCIDENT=85THE EXCEPTION TO WORKERS=92 = COMPENSATION=20 EXCLUSIVITY

This article is for all those Oklahoma employers = out there=20 who are subject to Oklahoma workers=92 compensation = laws for on=20 the job injuries. Those of you who are not can skip to = the=20 next article. Oh wait, almost all employers are = subject to=20 workers=92 compensation laws, so my suggestion, read = on=85

Typically, under the mandatory workers=92 = compensation=20 system, an employer becomes immune to civil suit for = its=20 employee=92s injuries. Translation, when one of your = workers are=20 hurt on the job, they get workers=92 compensation = benefits only=20 and can=92t sue you for their injuries in a regular = court. This=20 is often referred to as the =93exclusivity of the = workers=92=20 compensation remedy,=94 or =93workers=92 compensation = immunity.=94=20 Typically this immunity is insurmountable, and a = worker is=20 forced into the workers=92 compensation system.

In a typical on the job injury there are but two = questions:=20 (1) was the worker injured? and (2) were they on the = job at=20 the time of the injury? However, unbeknownst to many=20 employers, under certain circumstances there has = always been a=20 third question looming, the answer to which = potentially=20 destroys an employers=92 workers=92 compensation = immunity. That=20 third question asks: were you, the employer, = substantially=20 certain that the employee was in danger of being = injured when=20 they engaged in the act in question? If the answer to = this=20 question is "yes,=94 you may find yourself paying = workers=92=20 compensation payments and damages in a civil court of = law.=20

It has always been the law in Oklahoma that in = certain=20 circumstances an employee injured on the job may be = able to=20 seek relief in civil court in addition to workers=92=20 compensation court. However, for many years it was = unclear=20 just what set of facts would enable an employee to = seek both=20 workers=92 compensation benefits and civil court = remedies.=20 However, in 2005 the Oklahoma Supreme Court clarified = the=20 exception to workers=92 compensation immunity. This = exception=20 stems from a case wherein the plaintiff, Mr. Parret, = was=20 killed while replacing emergency lights in his = employer=92s=20 facility. When he was killed, Mr. Parret was working = on the=20 emergency light system while it was still =93hot=94 or = energized.=20 As it turns out, the evidence in the case showed Mr. = Parret=92s=20 employer may have required him to work on the system = while it=20 was energized. Since even my eight year old knows to = not work=20 on a piece of equipment that has electricity running = through=20 it, it seemed likely to the Court that Mr. Parret=92s = employer=20 was substantially certain that its employee could be = injured=20 if he worked on the system while it was hot.

The question posed to the Supreme Court in the = Parret case=20 was essentially: whether in order to circumvent the = workers=92=20 compensation exclusivity provisions the employer must = have=20 =93intended=94 its employee be injured, or whether it = was enough=20 if the employer was =93substantially certain=94 its = employee would=20 be injured. You guessed it, the Supreme Court of = Oklahoma=20 opted for the lower standard, holding that an employer = who was=20 =93substantially certain=94 its employee would be = injured if he=20 performed the act in question may be liable for = damages in a=20 regular civil court if that employee is injured on the = job.=20 What is the big deal you ask? Two words: Punitive = damages.=20 That=92s right folks, if you get tagged in a lawsuit = like this,=20 you are looking at potentially paying big bucks.

How does an employee prove you were substantially = certain=20 he would be injured? The Court requires that the = employee put=20 on evidence to show that you the employer actually and = subjectively had knowledge the injury was = substantially=20 certain to occur. What does this mean? The employee = must prove=20 that (1) you intended for them to perform the act they = were=20 engaged in at the time of the injury, i.e. you = intended for=20 the employee to work on the electrical system while it = was=20 energized, and (2) you were =93substantially = certain=94 injury=20 would result from them performing the act. The = employee can=20 prove this second prong by inferring the knowledge of = the=20 employer by the surrounding circumstances. Example: In = the=20 Parret case, the evidence showed, prior to Mr. = Parret=92s=20 injury, many workers had been electrocuted when they = worked on=20 the lighting system while it was hot. [From those = facts, they=20 inferred that the employer knew that Mr. Parret was=20 substantially certain to be electrocuted if he worked = on the=20 lighting system when it was hot.]

Understand that Courts are aware, in most jobs, = there is=20 some danger associated with many tasks a worker is = expected to=20 perform. This exception is not designed to allow those = injured=20 workers=92 access to the civil system. Rather this = exception is=20 designed to keep employers from requiring their = workers to=20 take on unnecessary risks time and time again. You may = be=20 wondering why we are just writing this article now if = this=20 test has been around since 2005. Recent court trends = indicate=20 that civil courts are allowing plaintiffs to pursue = this=20 exception, in Oklahoma and in other states, at least = through=20 discovery. What does this mean to you? Bottom line as = always,=20 money. Remember, while you may ultimately be = successful in=20 defeating a lawsuit brought under this exception, it = can still=20 cost you a lot of time and money in legal fees. Your = efforts=20 are best spent in avoiding a Parret lawsuit = altogether.

Practical tips:

  • Be aware that this exception exists;

  • Make sure you always put safety first;

  • Be aware, if you get taken to court by a worker = alleging=20 the Parret exception your entire operation including = past=20 accidents will be scrutinized;

  • If the Parret exception applies, an employee can = generally seek workers=92 compensation remedies and = civil=20 remedies both.

  • If a third party is responsible for injuring = your=20 employee, you may have a workers=92 compensation = lien against=20 any recovery the employee gets from that third = party. This=20 situation may occur when an employer contracts with = an=20 outside entity to perform work on its premises and = one of=20 those workers injures your employee. Similarly this=20 situation may occur when your employee sues you and = another=20 entity, say a manufacturer, for products liability = alleging=20 they were injured both because of your actions and = the=20 faulty product in question. However, you have to = assert that=20 lien to protect your rights, so talk to a lawyer if = you=20 think you may have these rights;

  • Don=92t expose workers to unnecessary risks. = This seems=20 obvious. However, in the Parret case, it was the = employer=92s=20 failure to use OSHA mandated Lock Out/Tag Out = procedures=20 that caused the employee=92s injury;

  • If you know of a dangerous situation that is=20 unnecessary, don=92t ignore it.

By McLaine DeWitt Herndon, mherndon@dsda.com



=

ERISA

RECENT=20 DECISIONS CLARIFY STANDARDS COURTS USE WHEN REVIEWING = ERISA=20 BENEFIT DETERMINATIONS

A pair of recent ERISA decisions from the Tenth = Circuit=20 Court of Appeals (the court which hears appeals from = Oklahoma=20 federal district courts) =96 one holding in favor of a = plan=20 beneficiary, the other holding in favor of a plan=20 administrator =96 serve as reminders to administrators = of their=20 obligations to beneficiaries when making benefit=20 determinations under ERISA plans which grant the = administrator=20 discretion in administering the plan.

Benefit determinations must be reasonable = and made=20 in good faith.

If a benefit determination winds up in court, a = plan=20 administrator must be able to demonstrate its decision = was=20 reasonable. Moreover, the circumstances under which = the=20 decision was made may call into question the = administrator=92s=20 good faith. That is what occurred in Phelan v. Wyoming = Associated Builders, decided by the Tenth Circuit on = July 31,=20 2009.

Case One: Scott Phelan, an employee of the = Lock=20 Shop, was diagnosed with bone cancer. He was covered = by a=20 healthcare plan of his employer, which was a member of = a trade=20 association that maintained a trust to provide health=20 insurance benefits for its members=92 employees. Just = as Mr.=20 Phelan was about to submit a large claim relating to = his=20 cancer treatment, the association terminated the Lock = Shop=92s=20 membership in the insurance trust because it submitted = a=20 premium payment that was supposedly late and in the = wrong=20 form. Mr. Phelan=92s claim was therefore denied.

The late payment which prompted cancellation was = supposed=20 to be =93received=94 by the trust=92s bank by December = 20. On=20 December 19 the Lock Shop sent a check by Federal = Express to=20 the trust=92s bank, and was assured by Federal Express = the check=20 would be delivered to the bank in the morning of the = 20th.=20 Unfortunately, a severe snowstorm hit overnight, = delaying all=20 deliveries. The check made it to the bank by 3:15 on = the=20 afternoon of the 20th, but the bank had closed at = noon, so the=20 payment was not =93posted=94 to the trust=92s bank = account until the=20 21st. The plan administrator interpreted the word = =93received=94=20 to mean actually posted in the trust account, not = merely=20 received by the bank.

Because the plan granted the administrator = discretion in=20 interpreting its terms, the administrator=92s decision = was=20 governed by the arbitrary and capricious standard of = review.=20 Under this standard, the question for the court was = whether=20 the administrator=92s decision was reasonable and made = in good=20 faith.

The factors a court evaluates to determine whether = a=20 decision is reasonable include (1) whether the = decision=20 resulted from a reasoned and principled process, (2) = whether=20 the decision is consistent with prior interpretations = by the=20 plan administrator, (3) whether the decision is = reasonable in=20 light of any external standards, and (4) whether the = decision=20 is consistent with the purposes of the plan. The Tenth = Circuit=20 agreed that the plan was ambiguous, and the = administrator was=20 =93operating within the realm of reasonableness=94 in = interpreting=20 the word =93received=94 to mean =93posted.=94

But simply finding the interpretation made by the = plan=20 administrator was reasonable did not end the inquiry. = In=20 addition, the decision must be made in good faith. To = this=20 end, the court noted that the trust was experiencing = financial=20 difficulties. The trust had paid almost $4.5 million = in claims=20 in the past year, while collecting only $3.3 million = in=20 premiums. Two claims alone =96 including Mr. = Phelan=92s =96=20 accounted for $1.2 million in claims paid. Under these = circumstances, the court noted that =93while [the = trust=92s]=20 interpretation of the policy language might have been = within=20 some objective zone of reasonableness, it would most = certainly=20 not be reasonable to adopt this reasoning as a = rascally=20 pretext for avoiding the expensive claim of one of its = beneficiaries.=94 The court held the decision was = motivated by=20 bad faith =96 solely to avoid paying a claim =96 and = therefore=20 overturned it.

Thus, plan administrators must be aware that = choosing one=20 reasonable interpretation over an equally reasonable=20 alternative for the sole reason to deny an expensive = claim=20 does not amount to the good faith plan administrators = owe=20 their fiduciaries. In making their decision, plan=20 administrators should document the good faith reason = one=20 alternative was chosen over another in case the = decision winds=20 up in court and good faith becomes an issue.

An administrator can take steps to reduce the = importance of=20 a conflict of interest.

Case Two: The weight to be given a conflict = of=20 interest =96 when the administrator of the plan is = also=20 responsible for paying benefits =96 was addressed last = year by=20 the United States Supreme Court which stated a court = should=20 take into account a combination of factors in = reviewing a=20 decision, of which a conflict of interest is one. In = the words=20 of the Supreme Court, a conflict =93should prove more = important=20 (perhaps of great importance) where circumstances = suggest a=20 higher likelihood that it affected the benefits = decision . . .=20 [and] should prove less important (perhaps to the = vanishing=20 point) where the administrator has taken active steps = to=20 reduce potential bias and to promote accuracy . . . = .=94 The=20 Tenth Circuit applied the Supreme Court=92s conflict = analysis in=20 Holcomb v. UNUM Life Insurance Co. of America, decided = August=20 11, 2009.

In May 2003 Barbara Holcomb began receiving = long-term=20 disability benefits under a plan administered and = insured by=20 UNUM. The plan provided for 24 months of benefits when = the=20 employee is limited from performing her regular = occupation,=20 and benefits after 24 months when the employee is = unable to=20 perform the duties of any gainful occupation.

In February 2005 UNUM notified Ms. Holcomb the 24 = month=20 period was about to expire, and it would be reviewing = her file=20 to determine if she qualified for additional benefits. = After=20 UNUM determined she did not qualify for additional = benefits,=20 Ms. Holcomb administratively appealed. UNUM then = requested an=20 independent, board certified doctor review Ms. = Holcomb=92s file,=20 and requested Ms. Holcomb undergo an examination by an = independent neuropsychologist. Based upon these = reviews, UNUM=20 denied Ms. Holcomb=92s appeal.

The Tenth Circuit concluded UNUM did not abuse its=20 discretion in denying further benefits to Ms. Holcomb. = The=20 court noted that UNUM took steps to reduce its = inherent=20 conflict of interest by hiring two independent = doctors, and=20 therefore did not rely solely on its own physicians = and=20 nurses. Based on UNUM=92s actions, and in accordance = with the=20 Supreme Court=92s decision, the court gave little = weight to the=20 conflict of interest factor.

The Tenth Circuit=92s decision in Holcomb = demonstrates that a=20 conflict of interest does not have to weigh against = the plan=20 administrator. If an employer or administrator takes = active=20 steps to reduce potential bias and to promote accuracy = =96 for=20 example, =93walling off=94 those responsible for = claims=20 determinations from those interested in firm finances, = or=20 putting in place management checks that penalize = inaccurate=20 decision making regardless of who benefits from the = inaccuracy=20 =96 the conflict of interest should not weigh as = heavily, and=20 perhaps not at all, as a factor when the court = considers=20 whether the benefit determination was reasonable and = made in=20 good faith.

By Jon E. Brightmire, jbrightmire@dsda.com

 

3Dspacer=20

What's=20 New

AnnouncementS

TULSA COUNTY BAR ASSOCIATION HONORS DSDA=20 ATTORNEYS

On August 20, Sam Daniel and Doug Dodd were honored = at the=20 Annual TCBA luncheon. Mr. Daniel received an award for = his=20 50th year as a member of the TCBA. Mr. Dodd was = awarded both=20 the highly prestigious Neil Bogan Professionalism = Award as=20 well as the President=92s Award.

BEST LAWYERS NAMES 20 DSDA = ATTORNEYS

Doerner Saunders is proud to announce that 20 of = its=20 attorneys have been named as Best Lawyers in their = practice=20 areas. Additionally, Doerner Saunders was named # 1 in = Oklahoma in First Amendment Law.

The listed Doerner Saunders attorneys are, in = alphabetical=20 order:

William C. Anderson
Bet-the-Company = Litigation,=20 Commercial Litigation
mailto:wanderson@dsda.com

Sam G. Bratton II
Bankruptcy and = Creditor-Debtor=20 Rights Law
mailto:sbratton@dsda.com

Elise Dunitz Brennan
Health Care Law
mailto:ebrennan@dsda.com

Jon E. Brightmire
Appellate Law, Commercial=20 Litigation
mailto:jbrightmire@dsda.com

Lawrence T. Chambers, Jr.
Corporate Law
mailto:lchambers@dsda.com

H. Wayne Cooper
Corporate Law
mailto:hwcooper@dsda.com

Kevin C. Coutant
Land Use & Zoning Law, = Real=20 Estate Law
mailto:kcoutant@dsda.com

Sam P. Daniel
Commercial Litigation, Family = Law
mailto:sdaniel@dsda.com

S. Douglas Dodd
First Amendment Law
mailto:sddodd@dsda.com

Tom Q. Ferguson
Commercial Litigation
mailto:tferguson@dsda.com

G. Michael Lewis
Bet-the-Company Litigation,=20 Commercial Litigation, Personal Injury = Litigation
mailto:mlewis@dsda.com

Linda C. Martin
Environmental Law
mailto:lmartin@dsda.com

David McCullough
First Amendment Law, Gaming=20 Law
mailto:dmccullough@dsda.com

Gary M. McDonald
Bankruptcy and = Creditor-Debtor=20 Rights Law
mailto:gmcdonald@dsda.com

James C. Milton
Commercial Litigation
mailto:jmilton@dsda.com

Michael Minnis
First Amendment Law
mailto:mminnis@dsda.com

Leonard I. Pataki
Bankruptcy and = Creditor-Debtor=20 Rights Law
mailto:lpataki@dsda.com

William F. Riggs
Corporate Law
mailto:wriggs@dsda.com

Robert E. Spoo
Intellectual Property = Law
mailto:rspoo@dsda.com

Varley H. Taylor, Jr.
Tax Law
mailto:vtaylor@dsda.com

For more information, click=20 here.

 

3Dspacer=20

Dates=20 to Remember

Calendar=20 of notable events

August 31, 2009 (Reminder)

Effective Monday, August 31, 2009, direct = observation for=20 all DOT Return-to-Duty and Follow-Up drug testing = became=20 mandatory.

Be sure to check-out the DOT website here for updates to = the=20 following downloadable documents:

What Employees Need to Know About DOT Drug and = Alcohol=20 Testing

What Employers Need to Know About DOT Drug and = Alcohol=20 Testing

DOT's Direct Observation Procedures Poster

Urine Specimen Collection Guidelines

The Substance Abuse Professionals Guidelines

Drug and Alcohol Testing Rule [49 CFR Part 40]=20

September 8, 2009

All federal contracts awarded after this date will = require=20 contracting entities to enroll in and use=20 E-Verify to confirm the work = authorization of=20 certain employees. The effective date of this rule has = been=20 postponed several times. However, on August 26, 2009, = the=20 United States District Court for the District of = Maryland=20 declined to vacate the rule despite objections based = on=20 arguments that it was not properly promulgated and = impractical=20 for employers. Under the rule, employers who contract = with the=20 federal government after September 8, 2009 will be = required to=20 enroll in E-Verify and use it to verify the employment = authorization of all new employees and any existing = employees=20 classified as "assigned to the contract." Specific = guidelines=20 designate during which time period in the hiring = process the=20 verification must be performed and what employers = should do in=20 case of a negative verification response. Employers = should=20 ensure compliance with such guidelines in order to = both comply=20 with the new rule and avoid allegations of = discrimination. If=20 you need any assistance, contact Hilary L. Velandia at = hvelandia@dsda.com.

September 15, 2009

H. Wayne Cooper and Jeffrey C. Rambach, in = conjunction with=20 Henderson Financial Group will be presenting=20 BusinessKillers, a seminar which is = designed=20 to provide business owners the tools to assess how = well they=20 have protected their company from the 6 biggest = mistakes that=20 can kill a business. The topics to be addressed will = include=20 business valuation issues, income and estate tax = planning,=20 disability and retirement. Program will begin at = 11:30, and a=20 light lunch will be served. For more information, or = to=20 register, please contact Camme Davis at (918) 591-5254 = or cdavis@dsda.com. =

September 17, 2009

Rebecca M. Fowler will be speaking on the = Americans=20 With Disabilities Act at the Annual Meeting = of the=20 Oklahoma Association of Electric Cooperative's Human = Resource=20 Organization. For more information, contact Rebecca at = rfowler@dsda.com. =

September 18, 2009

Kristen L. Brightmire will be presenting on the = subject of=20 Muddled Waters in Our Own Back Yard: The = Expansion of=20 the Public Policy Tort and What it Means for Oklahoma=20 Employers and Employment Lawyers. The = seminar, Law of=20 the Workplace: The Changing Landscape of Employment = Law, will=20 be held at the Renaissance Hotel in Tulsa, Oklahoma. = For more=20 information, or to register, please go to http://www.okbar.org/.

September 22, 2009

James R. Bullard will be speaking on Red = Flag=20 Compliance for Healthcare Providers at the = Oklahoma=20 Association of Health Care Providers Annual Fall Fair = at the=20 Renaissance Tulsa Hotel and Convention Center. For = more=20 information, or to register, please click=20 here.

September 24, 2009

Jim Milton will participate in a panel discussion = on "Water=20 Contracting and Rural Water Issues" at the Oklahoma = Municipal=20 League Annual Conference at the Tulsa Convention = Center.=20 Please click=20 here for more information or to register.

September 25, 2009

Kristen L. Brightmire will be presenting on the = subject of=20 Muddled Waters in Our Own Back Yard: The = Expansion of=20 the Public Policy Tort and What it Means for Oklahoma=20 Employers and Employment Lawyers. The = seminar, Law of=20 the Workplace: The Changing Landscape of Employment = Law, will=20 be held at the Oklahoma Bar Center in Oklahoma City, = Oklahoma.=20 For more information, or to register, please go to www.okbar.org.




3Dspacer=20



To sign up for additional newsletters = or to edit=20 your contact information, please click = here.

If=20 you have trouble viewing this email, click=20 here.

To unsubscribe from this newsletter, = please=20 click=20 here.
   
 
3D"Doerner,
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