Firing an employee for extensive
In Kairys v. Southern Pines, the U.S. Third Circuit Court of Appeals affirmed judgement in favor of a plaintiff on an ERISA Section 510 retaliation claim, despite an advisory jury verdict finding against the plaintiff on that claim. ERISA Section 510 forbids an employer from taking adverse employment action against employees as a result of, or to prevent, their exercising their rights under ERISA. Such claims were more frequent in the past in circumstances where employees were discharged shortly before they were to vest in their
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Here, the plaintiff incurred
The jury found against the plaintiff on most of his claims without explaining its verdict, including an advisory verdict in favor of the defendant as to the ERISA Section 510 retaliation claim. Because the plaintiff had no jury trial right on his ERISA retaliation claim, the district court asked the parties to submit post-trial briefs so that the court could decide the ERISA retaliation claim. The district court then found in favor of the plaintiff and awarded nearly $180,000 in damages and fees.
On appeal, the Third Circuit affirmed, holding that when certain claims (e.g., ERISA claims for which there is no right to a jury trial) are tried to the court simultaneously with claims for which there is a jury trial right, a "trial court retains full discretion to diverge from an advisory jury verdict (or to reach a result without the help of an advisory jury), so long as the factual findings underlying its contrary conclusion" are not inconsistent with those explicitly or implicitly found by the jury acting as the factfinder.
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In other words, if the jury determines a particular fact to be true or false — or reaches a verdict that requires the fact to be true or false — the court's hands generally are tied. But if the jury does not make a specific finding and its conclusion does not necessarily require that a particular fact be true or false, the court can determine whether the disputed fact is true or false. In Kairys, the Third Circuit held that the facts underlying the district court's liability finding were not inconsistent with the jury's verdicts on the other counts.
Kairys is a reminder that employers should be careful in discharging employees in proximity to significant benefit costs arising from the employees or their dependents. Further, Kairys is a key case on the interaction between issues tried to the court and those tried to a jury in the same case. To the extent courts allow jury trials related to ERISA claims for which there is no jury right generally (e.g., to avoid separate trials relating to the same course of events), the specific contours of this interaction will be of vital importance in forming trial strategy and arguments.