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Contents of Main Volume | Contents of Supplement
DISCLAIMER: The Longshore Benchbook was created solely to assist the Office of Administrative Law Judges as a first reference in researching cases arising under the Longshore and Harbor Workers' Compensation Act, and extension acts, as amended. This Benchbook does not constitute the official opinion of the Department of Labor, the Office of Administrative Law Judges, or any individual judge on any subject. This Benchbook does not necessarily contain an exhaustive or current treatment of case holdings, and should, under no circumstances, substitute for a party's own research into the statutory, regulatory, and case law authorities on any given subject referred to therein. It is intended to be used as a research tool, not as final legal authority and should not be cited or relied upon as such.
PDF Version: Volume I (Topics 1-21) | Volume II (Topics 22-90)
TOPIC 3
Topic 3.2.2 Other
Exclusions–Willful Intention
[ED. NOTE: The following Michigan case
is included for informational value only.]
Daniel v. Department of Corr., Mich., (No.
120460)(Mich. Supreme Court)(March 26, 2003).
The Michigan Supreme Court ruled that a worker disciplined for sexual
harassment is not eligible for depression-related compensation benefits since
the injury was caused by intentional and willful action. The court
distinguished intentional and willful misconduct of a quasi-criminal nature
from that of gross negligence where a worker can recover despite his
responsibility for an injury. Here a probation officer had propositioned
several female attorneys and later alleged that he had felt “harassed.” by his
accusers as well as by his supervisor who had suspended him.
Topic 3.4
Coverage—Credit for Prior Awards
ERRATA
The reference to “Topic 50.4.1” in the first paragraph of this subsection
should have been to “Topic 85.4.1.”
Topic 3.4
Coverage—Credit for Prior Awards
Carpenter v. California United Terminals, 38 BRBS 56
(2004), grant'g and partly deny'g recon of 37 BRBS 149 (2003).
This matter involves whether a second employer is entitled to a credit when a
claimant first sustains a permanent partial disability while working for a
first employer and then sustains a permanent total disability while working for
the second employer. In this case, within the jurisdiction of the Ninth
Circuit, the Board cited to Stevedoring Services of Americ v. Price,
366 F.3d 1045, 38 BRBS ___ (CRT)((9th Cir. 2004), rev'g in pert. part
36 BRBS 56 (2002) as being dispositive. In Price, the Ninth
Circuit held that when an increase in an employee's average weekly wage
between the time of a prior permanent partial disability and subsequent
permanent total disability is not caused by a change in his wage-earning
capacity, permitting him to retain the full amount of both awards does not
result in any "double dipping."
In the instant case, the ALJ had determined, as recognized by the Board,
"that there was no increase, but rather a decrease, in claimant's income
between the first and second injuries, and that the combination of the amounts
between the first and second injuries, and that the combination of the amounts
awarded in permanent partial and total disability benefits did not exceed
two-thirds of claimant's average weekly wage at the time of [the second
injury]. The Board affirmed the ALJ's finding that the instant case presented
no danger of "double dipping," and his consequent determination that
the claimant was entitled to receive concurrent awards of permanent partial and
total disability benefits for purposes of Section 8(a).
The Board further noted that the Ninth Circuit additionally held in Price
that Section 6(b)(1) delineates the maximum compensation that an employee may
receive from each disability award, rather than from all awards combined. In
this regard, the Ninth Circuit reversed the Board's holding that the
combined amount of the awards could not exceed the maximum compensation rate
under Section 6(b)(1) is consistent with the plain language of the LHWCA. The Ninth
Circuit's decision in Price thus rejects the Board's interpretation
of Section 6(b)(1). The Board concluded that as the present case arises in the Ninth
Circuit, the court's opinion was controlling.
In the Board's first opinion in this matter, the Board reversed the ALJ's
finding that the statutory maximum of Section 6(b)(1) is inapplicable and held
that claimant's total award of benefits was limited to this applicable maximum.
The Board then held, based on the reversal of the ALJ's aforementioned
determination, that "[s]ince claimant is limited to the maximum award
permissible under Section 6(b)(1), [the second employer] is entitled to a
credit for permanent partial disability benefits paid by [the first
employer.]" Now the Board finds that, pursuant to Price, "we
vacate our prior decision regarding Section 6(b)(1) and reinstate the ALJ's
holding that Section 6(b)(1) is inapplicable to the combined concurrent awards,
there can be no credit due to [the first employer] for any payments made by
[the second employer].
Topic 3.4.1 LHWCA, Jones
Act, and State Compensation
Songui v. City of New York, 2003 N.Y. App. Div. LEXIS
13890 (Index No. 10780/99)(Dec. 22, 2003).
This is a summary judgment order wherein the private contractor, Reynolds
Shipyard Corporation, successfully argued that a Jones Act claim should be
dismissed since the barge repairman was a land-based worker with only a
transitory connection to a vessel in navigation and was hired on a temporary
basis to weld a metal plate onto a garbage barge owned by the City of New York.
The court found that the worker was more properly covered under the LHWCA. The
City of New York also moved for summary judgment claiming that federal maritime
law should preempt state labor law. In denying the city's motion, the court
noted that the New York Court of Appeals has previously held that the LHWCA
does not preempt New York labor law and that an action may proceed to determine
if there is any fault on the part of the city.
Topic 3.4.1 LHWCA, Jones Act, and
State Compensation
[ED. NOTE: The following Social
Security Disability offset case is included for informational value.]
Sanfilippo v. Jo Anne B. Barnhart, Commissioner of Social
Security, 325 F.3d 391 (3rd Cir. 2003).
At issue here is how a lump sum workers’ compensation settlement will offset
the worker’s social security disability payments. Here the claimant’s
Social Security disability insurance benefit was reduced by his workers’
compensation benefit. Subsequently the worker settled his workers’ compensation
claim for a lump sum. The Social Security Administration chose to offset
this lump sum by continuing to make the same monthly setoffs until the lump sum
amount is reached (a period of 4.3 years). The worker argued that the
setoff of the lump sum award should have been prorated over his life expectancy
(1,487 weeks). The Third Circuit noted that when an individual’s
workers’ compensation benefits are paid in a lump sum, the Social Security Act
requires the Commissioner to prorate the lump sum payment and “approximate as
nearly as practicable” the rate at which the award would have been paid on a
monthly basis. “In sum, we find nothing irrational about applying a
periodic rate received prior to a lump-sum settlement to determine the offset
rate that will approximate as nearly as practicable the hypothetical, future
period rate of the lump-sum settlement.”
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