On appeal following a bench trial of claims brought by a class of participants and beneficiaries of a 401(k) plan, the Tenth Circuit affirmed the decision of the District of Colorado calculating damages and prejudgment interest, denying injunctive relief, and finding the employer did not engage in a “prohibited transaction” under ERISA Section 406, 29 U.S.C. § 1106. Ramos v. Banner Health, No. 20-1231 (10th Cir. June 11, 2021).

At trial, the district court concluded the failure to monitor recordkeeping fees under an uncapped, revenue-sharing agreement with a service provider for nearly 20 years was a breach of fiduciary duty resulting in overpayment to the service provider and losses to participants.  However, analyzing damages, the district court found the class expert’s testimony of $19.4 million in excessive recordkeeping fees and corresponding losses was unreliable under Fed. R. Evid. 702(c) and Daubert because it was unquantifiable and non-replicable. The class expert relied solely on his individual prior experiences, of which he provided “scant” information, and he left it unclear as to whether the plans were on the same par with the one at issue.

Accordingly, the district court chose to rely on revenue credits the service provider gave to the fiduciary to approximate the extent of excessive recordkeeping fees because it was based on plan characteristics, asset configuration, net cash flow, fund selection and the number of participants, resulting in damages of about $1.6 million. The Tenth Circuit highlighted that calculation of damages is within the discretion of the district court, affirming the calculation. The district court also utilized the IRS underpayment rate as set forth in 26 U.S.C. § 6621 to calculate prejudgment interest finding that it reasonably approximated the lost earning investment opportunity even though it was not the highest rate among other options, including the federal post-judgment rate or Colorado’s statutory rate, which were much higher. However, because prejudgment interest is discretionary, not mandatory, the Tenth Circuit deferred to the district court.

The appellate court also affirmed the denial of the request for injunctive relief to require the fiduciary to issue a request for proposals to test the market for recordkeeping services. The appellate court reasoned that once the fiduciary updated its agreement to a per-participant recordkeeping fee, the breach ended.

Finally, the Tenth Circuit agreed with the district court’s finding that the services provided by the recordkeeper were not prohibited transactions under ERISA. Plaintiffs contended, “[b]ecause [the recordkeeper] is a service provider and hence a ‘party in interest,’ its ‘furnishing of’ recordkeeping and administrative services to the Plan constituted a prohibited transaction[.]” The Tenth Circuit soundly rejected that notion, noting “[t]he class’s interpretation leads to an absurd result: the initial agreement with a service provider would simultaneously transform that provider into a party in interest and make that same transaction prohibited under § 1106.” Instead, the appellate court clarified that a prior relationship would have to exist between the fiduciary and service provider to make it a party in interest under 29 U.S.C. § 1106 as the goal of ERISA is to prevent such transactions, which raise concerns of impropriety. Because no such evidence was provided by the class, entry of judgment was affirmed.

 

 

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Photo of René E. Thorne René E. Thorne

René E. Thorne is co-leader of the firm’s ERISA Complex Litigation group, and is a principal in the New Orleans, Louisiana, office of Jackson Lewis P.C. René started the New Orleans office and was the managing principal for ten years.

Her national practice…

René E. Thorne is co-leader of the firm’s ERISA Complex Litigation group, and is a principal in the New Orleans, Louisiana, office of Jackson Lewis P.C. René started the New Orleans office and was the managing principal for ten years.

Her national practice covers the full range of complex benefit litigation matters, including representation of employers, plans, plan fiduciaries, third party administrators, and trustees. In that regard, she has handled numerous ERISA class actions alleging breach of fiduciary duty; breach of the duty of loyalty; prohibited transactions; 401(k) plan asset performance, fees, and expense issues; defined benefit plan asset issues, accrual issues, and cut-back issues; cash balance plan issues; ESOP litigation; fiduciary misrepresentation claims; sophisticated preemption issues; executive compensation litigation, both pension and welfare claims; retiree rights litigation; severance plan claims; Section 510 cases; and complex benefit claim cases.

Photo of Dorothy Parson McDermott Dorothy Parson McDermott

Dorothy “Dottie” Parson McDermott is a principal in the Indianapolis, Indiana, office of Jackson Lewis P.C. She concentrates her practice in the defense of complex ERISA litigation, single plaintiff ERISA cases, civil rights and employment-related claims.

Dottie defends ERISA 401(k) Plan class actions.

Dorothy “Dottie” Parson McDermott is a principal in the Indianapolis, Indiana, office of Jackson Lewis P.C. She concentrates her practice in the defense of complex ERISA litigation, single plaintiff ERISA cases, civil rights and employment-related claims.

Dottie defends ERISA 401(k) Plan class actions. She also has experience defending and dealing with defined benefit plan administration and complex Taft-Hartley-multi-employer plan issues. She has litigated sophisticated ERISA preemption issues and defended benefit claims in the LTD Plan, welfare plan, and pension plan areas. Her ERISA clients include fiduciaries, trustees, service providers, ERISA plans, plan administrators, claim administrators, third-party service providers, managed care entities, Taft-Hartley-multiemployer funds, and employers in a wide variety of employee benefits litigation issues nationwide. She additionally advises employers and plan administrators regarding administration of qualified retirement and welfare benefit plans, particularly processing internal claims and appeals. She is a member of the Employee Benefits Committee, Section of Labor & Employment Law, ABA. She is also a member of the ERISA focused DRI Life, Health and Disability Committee. Finally, she is a member of the American Health Lawyers Association.

Dottie also defends employers and management in federal and state courts and before administrative entities (EEOC, Indiana and U.S. Department of Labor, and similar state agencies) in matters ranging from ADA, ADEA, COBRA, FMLA, Title VII, Section 1981, the Indiana Wage Payment and Claims statutes, covenant not to compete/trade secret, and wrongful termination claims. Additionally, she participates in internal FLSA audits on behalf of employers, and the defense of FLSA class action litigation. Dottie further advises employers and management on human resource issues, reductions in force, employee handbooks, policies, severance agreements, EEO training, and workplace violence prevention restraining orders. She also leads internal corporate investigations regarding claims of sexual harassment and discrimination. Moreover, she provides analysis and guidance regarding drug testing laws and medical marijuana/marijuana-related legislation impacting employers in numerous states across the United States.