June 17, 2013

Tenth Circuit: Social Security ALJ Properly Applied Medical-Improvement Standard in Finding Disability Ceased

The Tenth Circuit Court of Appeals published its opinion in Newbold v. Colvin on Thursday, June 13, 2013.

Tyla M. Newbold sought disability insurance benefits (DIB) and supplemental security income (SSI) based on “fibromyalgia, chronic fatigue, depression, anxiety[,] and chronic migraines.” She appealed from a magistrate judge’s order affirming the Commissioner’s decision to grant social security benefits from October 1, 2006, through November 1, 2007, and to deny benefits thereafter. The Commissioner determined Ms. Newbold had been disabled during this closed period due to physical and mental impairments, but that her disability ceased on November 2, 2007, when she experienced a medical improvement related to her ability to work.

Newbold argued that the ALJ improperly found medical-improvement based on symptom improvement alone in making his disability-cessation decision. The Tenth Circuit disagreed. “The Commissioner’s regulations, Shepherd’s application of those regulations, preexisting Tenth Circuit case law, and the POMS demonstrate that an ALJ may find medical improvement based on an improvement in signs, laboratory findings, and/or symptoms.”

The court also concluded that substantial evidence supported the ALJ’s decision to give Newbold’s treating rheumatologist’s opinion, after November 1, 2007, diminished weight as it was at odds with his own notes on that date showing improvement. The court affirmed the district court.

Colorado Court of Appeals: Police Officer Injured at Work Only Entitled to One Year of Full Pay Disability Leave Under City Charter

The Colorado Court of Appeals issued its opinion in Miller v. City & County of Denver on Thursday, May 23, 2013.

Disability Compensation—Police Officers—Line-of-Duty Injury Leave.

In this dispute over disability compensation, plaintiffs Daryl Miller and the Denver Police Protective Association (DPPA) appealed the district court’s summary judgment in favor of defendant, the City and County of Denver (City). The Court of Appeals affirmed the judgment.

On July 15, 2005, Miller, a lieutenant in the Denver Police Department, was injured in an automobile accident in the course and scope of his employment. As a result of his injuries, surgeries, and medical treatment associated with the accident, he did not work for five months. Thereafter, for four years, he worked intermittently either at his position or in modified work functions.

Miller was entitled to disability benefits under the City Charter and the City’s Collective Bargaining Agreement (CBA) with the DPPA. On March 8, 2010, the City determined that he had reached maximum medical improvement (MMI) with respect to his injuries, and discontinued giving Miller line-of-duty injury leave at full salary after one year.

Miller and the DPPA contended that the district court erred in granting the City’s motion for summary judgment, because he was entitled to line-of-duty injury leave at full salary beyond one year. Here, both City Charter § 9.6.14 and Article 22.2 of the CBA relate to the same subject: disability benefits for a police officer who becomes “incapacitated from service” or “unable to perform [his or her] duties” because of “injuries received” in the “performance” or “discharge” of his or her “duties.” Charter provision § 9.6.14 awards the injured officer “full pay for such time as [he or she] is temporarily incapacitated,” and CBA Article 22.2 awards “any necessary leave of absence not to exceed one year at his [or her] full salary.”

Unlike § 9.6.14, Article 22.2 makes no distinction between benefits for temporary and permanent disabilities. Therefore, an injured officer is entitled to a maximum of one year of disability leave at full salary, without regard to the temporary or permanent nature of his or her disability. Because the record discloses that Miller received 178.25 hours above his allocated full-salary disability leave, the district court properly determined, as a matter of law, that the City was entitled to deduct his excess disability leave from his other accrued leave time.

Summary and full case available here.

Tenth Circuit: Summary Judgment for Defendants Affirmed in ADA Case

The Tenth Circuit published its opinion in Koessel v. Sublette County Sheriff’s Dep’t on Tuesday, May 14, 2013.

Kevin Koessel was terminated from his position as a deputy sheriff in Sublette County, Wyoming. In response, Koessel brought a suit in district court against the Sheriff and the County alleging they violated the Americans with Disabilities Act (ADA), breached his employment contract, and violated his substantive and procedural due process rights. The district court granted the defendants’ motion for summary judgment.

Koessel had a stroke in 2001 and was placed on administrative leave while he recovered. He eventually was cleared by his doctor for full-time work with a restriction of no overtime. He worked a desk job, although he was permitted to make traffic stops during his 40-mile commute. After his return to full-time work, some officers complained about Koessel to the Sheriff. One complaint was that he forgot a word during a traffic stop and became flustered. Others complained he lost his temper while on duty. In April 2009, the Sheriff placed Koessel on administrative leave and ordered him to undergo a medical examination by a neurologist, Dr. Moress. Dr. Moress found that “[s]trictly from a neurological standpoint he would be able to work, but there are potential problems to cognitive functioning that may have resulted from the stroke and should be investigated.”

At Moress’s recommendation, Koessel was seen by a psychologist, Dr. Enright, who gave him a standardized test. Koessel’s score was unchanged from when he had taken it pre-stroke. Dr. Enright recommended Koessel be placed in a position without high stress or regular contact with the public because his “‘mild to moderate fatigue, episodes of lightheadedness and episodes of emotional disinhibition (weeping)’ could interfere with the performance of some of his patrol officer duties.”

After returning to a different temporary job for a few weeks, Koessel was again placed on leave and then terminated. The termination letter stated the reason for termination was because Koessel was not medically cleared to perform any available position in the Sheriff’s office. The letter told Koessel he had five days to file a written request for a hearing, which he did not do.

On appeal, Koessel argued that the defendants fired him based on a perceived disability when he was not actually disabled. Despite the fact that this case was filed after the effective date of the ADAAA, the Tenth Circuit used the old definition of perceived as disabled. This ultimately made no difference in outcome because the court decided it need not address whether Koessel was disabled or perceived as disabled because he failed to show he could perform the essential functions of the job. The court also found Koessel failed to identify a vacant position he could have been reassigned to as a reasonable accommodation.

Koessel’s breach of contract claim was based on Wyoming law requiring cause to terminate a deputy sheriff related to ability and fitness to perform his or her duties. The court found that cause was present and he received the required notice and opportunity to be heard. The court rejected Koessel’s procedural due process claim for similar reasons. Finally the court rejected Koessel’s substantive due process claim and affirmed summary judgment on all claims.

Tenth Circuit: School District Did Not Violate Developmentally Disabled Child’s Constitutional Rights by Placing Him in a Time-Out Room

The Tenth Circuit published its opinion in Muskrat v. Deer Creek Public Schools on Tuesday, April 23, 2013.

Paul and Melinda Muskrat’s son, J.M., is a developmentally disabled child. During the time period relevant to this lawsuit, J.M. was between five and ten years old but had the mental age of a two- or three-year-old. In addition to his mental disabilities, J.M. had impaired motor skills and a pattern of seizures. J.M. attended Deer Creek Elementary School in Edmond, Oklahoma, from 2002 to 2007.

Deer Creek Elementary had a special “timeout room” attached to J.M.’s classroom. The timeout room was small, although big enough for both a student and teacher to fit inside. J.M. was known to occasionally yell, throw, kick, hit, spit, throw tantrums, and otherwise exhibit disruptive behavior. As a result, teachers sometimes placed him in the timeout room. The Muskrats eventually became concerned about the use of the timeout room and told school officials beginning in 2004 that J.M. should not be placed there. The school’s principal nonetheless instructed at least one staff member to place J.M. in the timeout room if needed. The school’s logs show that J.M. was placed in timeout at least 30 times over the course of the 2004–05 and 2005–06 school years.

The Muskrats also claimed that J.M. suffered three instances of physical abuse at the hands of school staff.

Paul and Melinda Muskrat brought a civil rights action on behalf of their son against the school district and against certain school district employees. The Muskrats alleged that the defendants unconstitutionally subjected their son to timeouts and physical abuse.

The school district moved to dismiss, arguing that the Muskrats had not exhausted their claims through administrative procedures established by the Individuals with Disabilities Education Act (IDEA), 20 U.S.C. §§ 1400–1491o. The district court denied this motion, ruling that the Muskrats had no obligation to exhaust their claims. The case then proceeded to discovery and the defendants eventually moved for summary judgment, arguing that no constitutional violation occurred. The district court agreed and granted defendants’ motions.

IDEA Exhaustion Claim

The defendants moved to dismiss for lack of jurisdiction, arguing that the Muskrats had not exhausted their claims through procedures specified in the IDEA. The IDEA is a federal statute that imposes obligations on the states to provide certain benefits in exchange for federal funds. A state accepting such funding must ensure that all children with disabilities have available to them a free public education that emphasizes special education and related services designed to meet their unique needs. A child’s free appropriate public education must conform with his or her individualized education program (IEP). The IEP is a written statement that sets forth the child’s present performance level, goals and objectives, specific services that will enable the child to meet those goals, and evaluation criteria and procedures to determine whether the child has met the goals. If a parent objects to a school’s implementation of the IEP, the statute entitles the parent to an impartial due process hearing, which shall be conducted by the State educational agency or by the local educational agency. If the parent is unsatisfied with the outcome of the hearing, he or she may appeal such findings to the State educational agency.

The IDEA requires parents to work through these administrative procedures before suing the school under federal law.

Before addressing the district court’s disposition of the exhaustion issue, the Tenth Circuit paused to consider whether prior case law correctly treated IDEA exhaustion as a jurisdictional matter. Ultimately, however, for purposes of this case, IDEA exhaustion’s status as a jurisdictional prerequisite was not at issue.

Regarding the physical abuse allegations, the Court concluded that no authority holds that Congress meant to funnel such isolated incidents of common law torts into the IDEA exhaustion regime.

Moving on to the time-outs, the Tenth Circuit held that, in contrast to the physical abuse allegations, the Muskrats worked through administrative channels to obtain the relief they sought, namely, preventing J.M. from being put in a timeout room in the future. They made written and oral demands to school administrators not to place J.M. in timeout. The interested parties conferred and the IEP was modified as a result.

Accordingly, the Muskrats’ lawsuit does not fail for lack of exhaustion.

Fourteenth Amendment “Shocks the Conscience” Claim

The due process clause of the Fourteenth Amendment prohibits “executive abuse of power . . . which shocks the conscience.” Cnty. of Sacramento v. Lewis, 523 U.S. 833, 846 (1998). This standard applies to all school discipline cases, not just those based on corporal punishment. See, e.g., Harris v. Robinson, 273 F.3d 927 (10th Cir. 2001).

Viewing the record in a light most favorable to the plaintiffs, the Tenth Circuit concluded that the allegations of physical abuse did not rise to the level of a constitutional tort.

Regarding the time-outs, the various details, such as placing a chair in front of the door, show at most a careless or unwise excess of zeal rather than a brutal and inhumane abuse of official power.

Fourth Amendment Claim

Following summary judgment, the Muskrats filed a Rule 59(e) motion, arguing that the district court should have analyzed their § 1983 claim under a Fourth Amendment reasonableness standard. Finding no abuse of discretion, the Tenth Circuit held the district court did not err in denying the Muskrats’ motion, reasoning that the Muskrats had never before raised the Fourth Amendment as a possible source of evaluating § 1983 liability and could not do so for the first time after summary judgment.

AFFIRMED.

Bills Regarding Employment Law, the Colorado Governmental Immunity Act, and More Signed by Governor

On Friday, April 19, 2013, Governor Hickenlooper signed one dozen bills. He has currently signed a total of 137 bills this legislative session. The bills signed Friday include bills relating to employment law, damages under the Colorado Governmental Immunity Act, education law, and more. The bills are summarized here.

  • SB 13-013 - Concerning Peace Officer Authority for Certain Employees of the United States Secret Service, by Sen. Steve King and Rep. Beth McCann. The bill allows certain agents of the U.S. Secret Service to have limited peace officer authority while working in Colorado.
  • SB 13-018Concerning the Use of Consumer Credit Information by Employers, by Sen. Jessie Ulibarri and Rep. Randy Fischer. The bill restricts the use of employees’ and applicants’ consumer credit information by employers, and requires employers to allow employees or potential employees to explain any adverse information.
  • SB 13-023Concerning an Increase in the Limitation on the Amount of Damages that may be Recovered by an Injured Party under the “Colorado Governmental Immunity Act,” by Sens. Bill Cadman and John Morse and Reps. Claire Levy and Bob Gardner. The bill increases the amount of damages available under the CGIA to reflect inflation adjustments.
  • SB 13-042Concerning the Renewal of Distinguished Foreign Teaching Physician Licenses by a Person Ranked Lower than an Associate Professor, by Sen. John Morse and Rep. Mark Waller. The bill allows distinguished foreign physicians who are teaching at state medical schools to renew their licenses if they are at the level of assistant professor or higher.
  • SB 13-058 Concerning the Verification Requirement for Parking Privileges for Persons with a Permanent Disability, by Sen. Kevin Grantham and Rep. Lois Landgraf. The bill waives the requirement that persons with permanent disabilities must prove their disabilities every three years in order to renew their parking permits.
  • SB 13-071 Concerning Uniquely Identifying Student Numbers for Persons Enrolled in Adult Education Programs, by Sen. Evie Hudak and Rep. Rhonda Fields. The bill requires that the Educational Data Subcommittee must identify a method for applying a unique student identification number to individuals enrolled in adult education programs.
  • SB 13-139 Concerning Supplemental On-Line Education Services, by Sen. Ellen Roberts and Rep. Don Coram. The bill designates the authority to contract for online education services to the Board of Cooperative Educational Services.
  • SB 13-184Concerning Repeal of the Criminal Penalties for Discrimination in Places of Public Accommodation, by Sens. Pat Steadman and Steve King and Rep. Paul Rosenthal. The bill repeals the criminal penalties for discrimination in public places but leaves in place the civil penalties.
  • SB 13-192 Concerning the Ability of Government Agencies to Extend the Time Permitted for Action Based on the Results of Fingerprint-Based Criminal History Record Checks, by Sen. Rollie Heath and Rep. Max Tyler. The bill extends the amount of time government agencies may have before acting on the results of criminal background checks.
  • HB 13-1039 Concerning Additional Sources of Moneys to be Credited to the Legislative Department Cash Fund, by Rep. Lois Court and Sen. Nancy Todd. The bill allows certain moneys collected to be allocated to the legislative department cash fund.
  • HB 13-1208 Concerning Creative Districts and Authorizing the Creative Industries Division of the Colorado Office of Economic Development to Offer Incentives in the Form of Need-Based Funding for Infrastructure Development in State-Certified Creative Districts and to Provide Such Funding from any Moneys Appropriated to the Creative Industries Cash Fund for that Purpose, by Rep. Crisanta Duran and Sen. Linda Newell. The bill allows the Creative Industries Division in the Office of Economic Development to spend money to develop infrastructure for creative districts.
  • HB 13-1237 Concerning the Voluntary Contribution Benefiting the Special Olympics Colorado Fund that Appears on the State Individual Income Tax Returns, by Reps. Dave Young and John Buckner and Sen. Mary Hodge. The bill reestablishes the Special Olympics tax return check-off, since it was not renewed in 2012 after its 2011 sunset.

For the complete list of Governor Hickenlooper’s 2013 legislative decisions, click here.

Colorado Court of Appeals: No Right to Reimbursement for Temporary Total Disability Benefits in Excess of Statutory Cap

The Colorado Court of Appeals issued its opinion in United Airlines v. Industrial Claim Appeals Office on Thursday, March 28, 2013.

Workers’ Compensation—$75,000 Statutory Cap for Temporary Total Disability Benefits.

In this workers’ compensation action, United Airlines (employer) sought review of a final order of the Industrial Claim Appeals Office (Panel) affirming the administrative law judge’s (ALJ) denial of employer’s request for reimbursement of temporary total disability (TTD) benefits in excess of the $75,000 statutory cap. The judgment was affirmed.

After claimant sustained a compensable injury in 2007, employer admitted liability for TTD benefits. TTD benefits ceased when claimant was released to return to work in May 2011, by which time she had been paid $99,484.14. Shortly thereafter, a physician performed a division-sponsored independent medical examination and placed claimant at maximum medical improvement (MMI) with a permanent impairment of 5% of the whole person.

Relying on CRS § 8-42-107.5, which caps combined TTD and permanent disability benefits at $75,000 for a claimant whose impairment rating is 25% or less of the whole person, employer sought to recover the $24,483.14 it had paid in excess of the cap. Claimant responded that under CRS § 8-42-105(3), employer was required to continue paying TTD benefits until she was released to work.

The ALJ concluded the cap did not apply as long as claimant was entitled to receive TTD benefits. The Panel agreed and the Court of Appeals affirmed.

The Workers’ Compensation Act (Act) limits the total disability benefits that a claimant whose personal impairment rating is less than 26% may receive. However, the Act provides that benefits continue until one of a number of conditions is met.

Employer argued that benefits paid in excess of the cap must be repaid once claimant’s entitlement to TTD benefits has ended. The Court rejected that contention. Here, claimant received benefits to which she was entitled, and the amount in excess of the cap therefore did not constitute an overpayment.

The Court also found unpersuasive employer’s argument that allowing claimant to keep more than $75,000 in TTD benefits violates equal protection. Equal protection guarantees that similarly situated persons will receive like treatment under the law. Here, no fundamental right is affected or suspect class involved, so a “traditional or rational basis standard of review” applies.

Employer asserted that two classes of claimants are created by the Panel’s decision: those whose benefits will be capped because their benefits had not exceeded the cap when they reached MMI or were released to work, and those whose benefits exceeded the cap before they reached MMI or were released to work. This disparity does not, however, violate equal protection. First, the two classes are not similarly situated. Those claimants who take longer to reach MMI are different from those who take a shorter time. Second, even if they were similarly situated, requiring a claimant to pay back benefits to which she was entitled and needed would create hardships at odds with the purposes of the Act. Proceedings to recover excess payments also could burden the administrative process. These reasons rationally justify the resulting difference in treatment. The order was affirmed.

Summary and full case available here.

HB 13-1222: Expanding Group of Family Members for whom FMLA Leave May Be Taken

On February 7, 2013, Rep. Cherylin Peniston and Sen. Jessie Ulibarri introduced HB 13-1222 - Concerning the Expansion of the Group of Family Members for whom Colorado Employees are Entitled to Take Leave from Work under the Federal “Family and Medical Leave Act of 1993.” This summary is published here courtesy of the Colorado Bar Association’s e-Legislative Report.

Under the federal “Family and Medical Leave Act” (FMLA), an employee is entitled to 12 work weeks of leave during a 12-month period to care for his or her spouse, child, or parent who has a serious health condition. In the case of a parent using FMLA leave to care for a child, the FMLA permits the leave only for the parent of a child who is under 18 years of age or is incapable of self-care because of a mental or physical disability. Current Colorado law is silent with regard to required family and medical leave, so Colorado employees are entitled to leave as specified in the FMLA.

The bill expands the group of family members for whom employees in Colorado may take FMLA leave when the family member has a serious health condition to include a person to whom the employee is related by blood, adoption, legal custody, marriage, or civil union, or with whom the employee resides and is in a committed relationship. As a result, an employee is permitted to use FMLA leave for a child, regardless of the age or dependency of the child, as well as for a sibling, partner in a civil union, grandparent, grandchild, or in-law.

An employee who is denied leave to care for a person in the expanded group of family members has the right to recover damages or equitable relief, as is currently the case for persons denied leave to care for a family member for whom leave is permitted under the FMLA. The bill cleared the House on Monday, March 25; it awaits a committee assignment in the Senate.

Since this summary, the bill was introduced in the Senate and Health & Human Services Committee.

Tenth Circuit: ERISA Case on Calculation of Long-Term and Short-Term Disability Benefits

The Tenth Circuit issued its opinion in Cardoza v. United of Omaha Life Insurance Company on Wednesday, February 27, 2013.

Jose Cardoza brought this lawsuit pursuant to the Employee Retirement Income Security Act of 1974, 29 U.S.C. § 1001 to § 1461 (“ERISA”), challenging United of Omaha Life Insurance Company’s (“United of Omaha”) calculation of his long-term disability benefits (“LTD benefits”). United of Omaha answered, asserting its calculation was appropriate, and counterclaimed, demanding that Cardoza reimburse it for payments of short-term disability benefits (“STD benefits”), which it claimed were miscalculated. On cross-motions, the district court granted Cardoza’s motion for summary judgment and denied United of Omaha’s motion, concluding United of Omaha’s decision to calculate Cardoza’s LTD benefits and recalculate his STD benefits as it did was arbitrary and capricious. This appeal followed.

LTD Benefits Calculations

The terms of the LTD policy and the evidence in the administrative record showed United of Omaha’s calculation of Cardoza’s LTD benefits was reasonable and made in good faith. Courts review ERISA claims as they “would any other contract claim by looking to the terms of the plan and other evidence of the parties’ intent. If plan documents are reviewed and found not to be ambiguous, then they may be construed as a matter of law.” Hickman v. GEM Ins. Co., 299 F.3d 1208, 1212 (10th Cir. 2002).

The Tenth Circuit held that the district court erred in granting Cardoza’s motion for summary judgment with respect to United of Omaha’s LTD benefits calculation. The plain language of the long-term disability benefits policy (“LTD policy”) instructed United of Omaha to base its calculation of Cardoza’s LTD benefits on his earnings as verified by the premium it received, so United of Omaha’s calculation was reasonable and made in good faith.

STD Benefits Calculations

The district court did not err, however, in granting Cardoza’s motion for summary judgment with respect to United of Omaha’s recalculation of his STD benefits and demand for reimbursement. The plain language of the short-term disability benefits policy (“STD policy”) instructed United of Omaha to base its calculation of Cardoza’s STD benefits on his earnings. Thus, United of Omaha’s decision to recalculate Cardoza’s STD benefits based on his earnings verified by premium rather than his actual earnings was not reasonable.

REVERSED in part, AFFIRMED in part, and REMANDED to the district court with instructions to conduct further proceedings consistent with this opinion.

SB 13-058: Waiving Requirement to Reverify Disibility Every Three Years when Renewing License Plate Authorizing Parking Privileges for a Person with a Permanent Disability

On Wednesday, January 16, 2013, Sen. Kevin Grantham introduced SB 13-058 – Concerning the Verification Requirement for Parking Privileges for Persons with a Permanent Disability. This summary is published here courtesy of the Colorado Bar Association’s e-Legislative Report.

Current law requires a person with a disability who obtains a license plate authorizing parking privileges from the department of revenue to verify the disability every three years when renewing the license plate. For a person with a permanent disability, the bill waives the requirement to verify the disability every three years. On Feb. 7, the Transportation Committee amended the bill and sent it to the Senate for
consideration on 2nd Reading.

Since this summary, the bill passed 2nd Reading with amendments and passed a 3rd Reading in the Senate.

Expect More FMLA Requests for Leave to Care for an Adult Child as a Result of New DOL Guidance

Wiletsky_MarkBy Mark B. Wiletsky

Employers will likely face additional requests by employees seeking leave under the Family and Medical Leave Act (FMLA) to care for an adult child who is unable to care for themselves. The Department of Labor (DOL) recently issued an Administrator’s Interpretation (AI), No. 2013-1, clarifying the definition of “son or daughter” under the FMLA as it relates to covered leave for an adult child with a serious health condition. The AI also clarified FMLA leave to care for an adult child injured during military service. Let’s take a look at what employers need to know.

FMLA Leave for Care of a Son or Daughter

The FMLA provides an eligible employee with up to 12 weeks of unpaid, job-protected leave during a 12-month period to care for a son or daughter with a serious health condition. If the child is age 17 or younger, the employee requesting leave need only show that the child has a serious health condition and the employee is needed to care for the child. However, if the child is age 18 or older, leave is available only if the child has a mental or physical disability and is incapable of self-care because of that disability.

Four-part Test to Determine FMLA Leave for an Adult Child with a Disability

To determine whether a parent is entitled to take FMLA leave to care for their adult (age 18 or older) child, four criteria must be met. The adult son or daughter must:

1)     have a disability as defined by the Americans with Disabilities Act (ADA);

2)     be incapable of self-care due to that disability;

3)     have a serious health condition; and

4)     be in need of care due to the serious health condition.

Disability Determination. Because the FMLA regulations rely on the definition of disability found in the ADA, the first criteria will be met if the adult child has a physical or mental impairment that substantially limits one or more of their major life activities. Because the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) expanded the definition of major life activities that lead to a disability determination, the issue of disability is not likely to require an extensive analysis.

Incapable of Self-Care. The second criteria specifies that the adult child must require active assistance or supervision to provide daily self-care in three or more of the “activities of daily living” or “instrumental activities of daily living.” In essence, this means that the individual needs help with daily activities such as bathing, grooming, dressing, eating, cooking, cleaning, shopping, maintaining their home, using a telephone, etc. Determining whether an adult child is incapable of self-care due to their disability is a fact-specific analysis that must be made based on their condition at the time of the requested leave.

FMLA Serious Health Condition. If the adult child meets the first two criteria in the test, the analysis turns to whether the child has a serious health condition, as defined by the FMLA. This means the individual has an illness, injury, impairment or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. In many cases, the impairments that meet the definition of disability under the ADAAA will also meet the definition of serious health condition under the FMLA. However, it is important to note that the serious health condition does not have to be associated with the individual’s disability (e.g., a broken leg may be the serious health condition for an individual whose disability is cancer).

Care Needed. Finally, the parent requesting leave must be needed to care for the adult child with a serious health condition. This threshold is relatively low as the term “needed to care” can include providing transportation for doctor appointments, preparing food and offering psychological comfort and reassurance.

Age at Onset of Disability Doesn’t Matter

An important clarification made by the DOL is that the disability of the child does not have to have occurred or been diagnosed before the child turned 18 years old. For purposes of FMLA leave, it does not matter when the disability commenced. The DOL believes this interpretation is consistent with the legislative history and purpose of the FMLA.

Caring for Adult Children Injured During Military Service

Under the FMLA military caregiver provision, the parent of a covered servicemember who incurred a serious injury or illness during military service may take up to 26 weeks of FMLA leave in a single 12-month period. Recognizing that the impact of the injury may extend beyond a single 12-month period, the DOL clarified that the servicemember’s parent may take FMLA leave to care for a son or daughter in subsequent years due to the adult child’s serious health condition, provided all other FMLA requirements are met.

What Do I Do Now?

With the potential influx of new FMLA leave requests related to the care of an adult child, review your FMLA policies and procedures now to ensure that they are consistent with the new DOL guidance. Train your human resource professionals and any supervisors who handle leave requests to recognize the issues associated with leave for the care of an adult child. And finally, given the complexities involved in this four-part test, consult with your legal counsel when faced with a leave request to care for an adult child.

Mark B. Wiletsky is Of Counsel at Holland & Hart. He has experience representing public and private entities in all aspects of employment law, including defense of claims at the administrative, trial, and appellate levels under Title VII, the Americans with Disabilities Act, the Fair Labor Standards Act, the Family and Medical Leave Act, the Age Discrimination in Employment Act, the Employee Retirement Income Security Act, Section 1981 and 1983, and First Amendment retaliation claims. He also has experience with a variety of state law claims, including wrongful discharge in violation of public policy, Colorado’s Wage Claim Act and defamation, and he has handled traditional labor issues and arbitrations as well. Mr. Wiletsky blogs at www.coloradoemploymentlawblog.com, where this post originally appeared.

The opinions and views expressed by Featured Bloggers on CBA-CLE Legal Connection do not necessarily represent the opinions and views of the Colorado Bar Association, the Denver Bar Association, or CBA-CLE, and should not be construed as such.

HB 13-1008: Extending Veterans’ Hiring Preference to Spouse of Veteran if Veteran Unable to Work Due to Service-Connected Disability

On Wednesday, January 9, 2013, Rep. Su Ryden introduced HB 13-1008 - Concerning the Extension of the Veterans’ Preference in State Hiring to the Spouse of a Veteran if the Veteran Is Unable to Work Due to a Military Service-Connected DisabilityThis summary is published here courtesy of the Colorado Bar Association’s e-Legislative Report.

The state constitution currently a veterans’ preference in state hiring (preference). If a numerical method is used for the comparative analysis of candidates, an applicant entitled to preference will have a specified number of points added to his or her score. If a non-numerical method is used, an applicant entitled to preference will be added to the interview eligible list. The surviving spouse of a veteran who would have been entitled to preference is also eligible for preference.

The bill extends the veterans’ preference to the spouse of a veteran who is eligible for preference but has a military service-connected disability and is unable to work. If a numerical method is used for the comparative analysis of candidates, five points shall be added to the comparative analysis score of the candidate. If a non-numerical method is used the candidate is added to the interview eligible list.

In keeping with the constitutional provisions regarding preference, a candidate is not eligible to receive preference with respect to a promotional opportunity. Assigned to the State, Veterans, & Military Affairs Committee.

A Different Perspective on “Drive-By” Lawsuits

I write to offer a very different perspective in response to “Colorado Businesses Beware – ADA Public Accommodation ‘Drive-By’ Lawsuits On The Rise.” It accuses two Florida lawyers of drumming up fake ADA lawsuits by investigating businesses, drafting boilerplate complaints, and soliciting Kristin McIntosh, a paraplegic who uses a wheelchair. Their claimed scheme: to extort fast, large sums of money from hapless business owners without changing accessibility for those who use wheelchairs. I write to counter the message that all accessibility lawsuits are “Drive-by’s.”

STOP! Full disclosure: Read my bio*. Colorado Cross-Disability Coalition’s (“CCDC”) Legal Program once represented Kristin McIntosh in a 2000 case alleging violations of the ADA. Also, I have used a motorized wheelchair for 26 years because of a spinal cord injury.

I am not writing to vouch for McIntosh or her lawyers. CCDC’s position is if the article and news story are correct, there are multiple ways they can and should be stopped because they do everyone a huge disservice. If they can’t prove their claims – not an easy feat in access cases – they lose; judges can – and have – sanctioned lawyers for bad conduct in access cases.

Before we tie every ADA lawsuit to so-called “Drive-By” lawyers, we need to understand there are multiple, real violations out there. The ADA was passed in 1990. Still, numerous businesses are out of compliance. CCDC has 2 current access cases: a 2009 case against Hollister Co. stores, and a 2010 case against El Diablo restaurant. Both owners refuse to admit they have violated the ADA, despite judges’ rulings in the Hollister and El Diablo cases that the owners created accessibility barriers that violate the ADA. They keep paying defense lawyers to fight, rather than fix, the barriers.

Here’s how access cases usually work: A person who uses a wheelchair runs into an access barrier at her grocery store. After talking to the store owner who does nothing, she contacts lawyers, all of whom charge $300 per hour to talk, which she can’t afford. Under the ADA’s public accommodations law, only injunctive relief is available, no money damages. Attorney fees are available, if the plaintiff wins. So she finds one lawyer willing to front the costs of a long, expensive legal battles with only the hope of a win and (maybe) fees 2 or 3 years later, but her current case load is too big to take it on. Many violations go unchecked.

Violations exist everywhere because businesses make the ‘business decision’ to wait to be sued before making changes. Many build things and don’t bother to comply. In my experience, demand letters do not work.

I find it troubling that settlement agreements reached are confidential, so we can’t know what happened. CCDC’s settlement agreements are available online. But one part of this story is overlooked: The business owner interviewed by Channel 7 entered an agreement and made her business accessible.

We don’t know the defense lawyer in that case, but he said, “These companies want to get into compliance. They want to make their properties accessible for handicapped individuals, but what they don’t want is to have extortion.” Suing and demanding money settlements in exchange for not having to comply is wrong and must be stopped. But why is any business not in compliance 22 years later? What are they waiting for?

We agree with the blogger on one thing: If a business really “wants to come into compliance” now, it should conduct an ADA-accessibility audit. There are many great tools available free on the Department of Justice’s ADA Home Page.

Kevin Williams is the Legal Program Director for the Colorado Cross-Disability Coalition (“CCDC”), a non-profit, disability rights membership organization. CCDC advocates for social justice for people with all types of disabilities. CCDC’s Legal Program practice consists almost exclusively of representing plaintiffs in ADA and other civil rights cases. On CCDC’s website, past case and current case information is available.

The opinions and views expressed by Featured Bloggers on CBA-CLE Legal Connection do not necessarily represent the opinions and views of the Colorado Bar Association, the Denver Bar Association, or CBA-CLE, and should not be construed as such.

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2013-06-18 05:24:30