Discrimination Claims Under ERISA

October 13th, 2008

Most employers are aware of the common “discrimination” claims brought by employees or former employees like gender, race, disability, and age.  However, there is another not so well-known anti-discrimination/retaliation claim under the Employee Retirement Income Security Act (ERISA) that is becoming more and more prevalent.

ERISA §510 states that “It shall be unlawful for any person to discharge, fine, suspend, expel, discipline, or discriminate against a participant or beneficiary for exercising any right to which he is entitled under the provisions of an employee benefit plan . . . or for the purpose of interfering with the attainment of any right to which such participant may become entitled under the plan”.  This provision provides protection to employees from adverse action by an employer in order to interfere with the attainment of rights under ERISA or in order to stop a participant from availing himself/herself of rights under ERISA.

Historically, ERISA §510 claims have been most often asserted in relation to retirement/pension plans.  However, recent cases have been brought under ERISA §510 in relation to health and welfare plans.  Claims for ERISA §510 violations occur most often when an employer has terminated an employee, and the employee claims that the termination was in anticipation of the employee making a claim under a benefit plan or becoming eligible for benefits under a benefits plan.

A recent case, Rodrigues v. The Scotts Co., LLC., involved an employer who had a company policy that prohibited its employees from smoking at any time.  One employee was terminated shortly after being hired after he tested positive for nicotine.  The employee brought several causes of action against the employer, one of which was a claim of an ERISA §510 violation.  The employer moved to dismiss the claim, but the district court denied the motion and allowed the case to proceed, stating that the key inquiry is whether the employment action was taken with the specific intent of interference with the right to a benefit.

In order for an employee to prevail under a claim of an ERISA §510 violation, he/she must prove that the employer’s adverse employment action was taken with the specific intent to interfere with the employee’s rights or benefits under an ERISA plan.  This means that the loss of benefits was the motivating factor behind the adverse employment action, not merely a consequence of the action.  As with other employment discrimination causes of action, if the employee can make an initial showing of a prima facie case for intentional interference, then the employer must prove that there was a legitimate, non-discriminatory basis for their action.  If the employer succeeds, then the employee is then required to offer proof that the employer’s legitimate, non-discriminatory reason is a mere pretext.  Because the requirements to maintain an ERISA §510 action mirror many other employment discrimination causes of action, they are often brought in conjunction with other causes of action.

As companies continue to explore ways to decrease their operational expenses, benefit costs may seem to be an easy area in which to realize cost savings.  However, employers need to be cautious in the criteria used for making benefit reduction decisions.  ERISA § 510 claims seem to go hand-in-hand with employment discrimination claims such as age discrimination.  Before making any decisions about reducing benefits costs, employer should consult with benefits counsel to ensure that any actions taken aren’t in violation of ERISA.

6 Responses to “Discrimination Claims Under ERISA”

  1. Damien Bohringeron 01 Dec 2011 at 7:10 am

    I’m interested in making my own music blog and I’m constantly looking through many music blogs throughout the day finding new music first before other people that I know. But how exactly do those blogs find that music first? Can I really start by just posting the music I find on other blogs?.

  2. Johnjohnon 14 Sep 2014 at 2:45 pm

    COBRA is the continuation of your puoivers policy with the exception that the contribution of the employer has ceased. Therefore, your employer DID NOT terminated your health benefits; you still have them. You must pay the same premium that was due on the policy plus an admin fee of 2%, so this means not only are you still paying your portion but you are also paying the employer’s portion. Yes, it is legal.When you go back to work the employer will start paying their portion again, and the policy will revert back to a normal policy.The life insurance is not subject to COBRA regulations so you’d be responsible for paying the entire premium. Was this answer helpful?

  3. Anujon 19 Feb 2015 at 2:34 pm

    If you were on medical leave and he was aware of it, they sldohunt be able to do that. Id give them a call then I would call a lawyer. When you talk to the lawyer, they should be able to write you a protective notice of some form to hand to your doctors so they wont charge you as much or anything since you are in the middle of trying to get that fixed. You still work there? Make sure they didnt try to fire you as I dont think they can while you are on medical leave. Im not entirely sure, but that sounds illegal, talk to your boss then a lawyer. Was this answer helpful?

  4. Arturoon 28 Mar 2015 at 4:31 am

    The company is rerqiued to stop paying the employers portion of the insurance while an employee is on leave. The employee is given the option to pay the full premium and if not the insurance is cancelled.Are you on FMLA or a personal medical leave?Are you eligible for COBRA? Was this answer helpful?

  5. Silviaon 08 Oct 2015 at 6:44 pm

    Thank’s for the article, mscaufin. A very interesting read. As a non-American I didn’t even know half of the songs of the worst-holiday-songs-list and checked them out OMG some are really, uhm well let’s say they are misguided songs , they don’t have that renewed and exciting feeling about Christmas. But it was fun to check them out On the other hand ; Clay Aiken’s Christmas songs and the way he sings are conveying the true Christmas feeling , full of warmth and joy. Please don’t laugh at me .. but I think there is magic in the way he delivers these Xmas songs. For all of you who live in the US and have the opportunity to attend one of his concerts on his Joyful Noise Tour this winter don’t miss this chance !You are LUCKY to have this possibility compared to people like me who live in foreign countries. *Sigh* I’m looking forward to see the list of top 100 Xmas songs & performances.I bet that “Mary Did You Know” will be one of them or should be! Definitely!

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