Lytle v. Lowe's Home Centers, Inc.
Filing
408
ORDER: Defendants Lowe's Home Centers, Inc.; Lowe's Companies, Inc.; Lowe's HIW, Inc.; and the Administrative Committee of Lowe's Companies' Motion to Dismiss 362 is GRANTED to the extent that Counts II and III are dismissed with prejudice and Count IV is dismissed without prejudice as set forth herein. Plaintiff's Amended Motion to Certify ERISA Class 388 is DENIED AS MOOT. Signed by Judge Virginia M. Hernandez Covington on 4/29/2014. (KNC)
UNITED STATES DISTRICT COURT
MIDDLE DISTRICT OF FLORIDA
TAMPA DIVISION
LIZETH LYTLE, individually
and on behalf of all others
similarly situated who consent
to their inclusion in a
collective action,
Plaintiff,
v.
Case No. 8:12-cv-1848-T-33TBM
LOWE’S HOME CENTERS, INC.,
ET AL.,
Defendants.
______________________________/
ORDER
This
matter
comes
before
the
Court
pursuant
to
Defendants Lowe’s Home Centers, Inc.; Lowe’s Companies, Inc.;
Lowe’s HIW, Inc.; and the Administrative Committee of Lowe’s
Companies, Inc.’s Motion to Dismiss with Prejudice Counts II
Through IV of the Third Amended Complaint (Doc. # 362), filed
on February 18, 2014. Plaintiff Lizeth Lytle filed a response
in opposition to the Motion on March 4, 2014. (Doc. # 387).
Thereafter, with leave of Court, Defendants filed a reply in
support of the Motion on March 17, 2014. (Doc. # 394). For
the reasons that follow, the Court grants Defendants’ Motion
to the extent that Counts II and III are dismissed with
prejudice and Count IV is dismissed without prejudice as set
forth herein.
I.
Background
Defendants operate more than 1,750 home improvement
retail stores nationwide. (Doc. # 350 at ¶ 25). According to
the
Third
Amended
Complaint,
all
stores
are
uniform
in
management, training, and employee policies and procedures,
and the stores are mirror images of each other. (Id. at ¶¶
26-27). Further, all stores are supervised by territory or
regional officers, including Human Resources Managers who
represent the corporate office. (Id. at ¶ 28). Lytle worked
for Defendants from June of 2006, until March of 2012, as a
Human Resources Manager. (Id. at ¶ 38).
On August 15, 2012, Lytle filed a collective action
complaint
for
unpaid
overtime
compensation,
liquidated
damages, pre-judgment and post-judgment interest, attorneys’
fees, costs and other compensation pursuant the Fair Labor
Standards Act (FLSA) (Doc. # 1), and thereafter filed an
Amended Complaint (Doc. # 76) on April 15, 2013. Lytle filed
a Second Amended Complaint on July 5, 2013, adding claims
under the Employee Retirement Income Security Act (ERISA).
(Doc. # 186). Thereafter, on January 31, 2014, following the
2
Court’s Order granting Lytle’s Motion to Add Party Defendant
to ERISA Claims (Doc. # 342), Lytle filed her Third Amended
Complaint reasserting the same FLSA and ERISA claims she pled
in her Second Amended Complaint (Doc. # 350).
A. Count I – FLSA
In
her
Third
Amended
Complaint,
Lytle
asserts
that
Defendants have:
willfully and intentionally engaged in a nationwide
pattern and practice of violating the provisions of
the FLSA, by misclassifying Human Resources
Managers as exempt under the FLSA overtime wage
provision, thereby improperly failing and/or
refusing to pay [Lytle] and the Plaintiff Class,
comprised of all current and former similarly
situated employees who work or have worked over
forty (40) hours per week, overtime compensation
pursuant to FLSA [29 U.S.C. §§ 206-207].
(Id. at ¶ 61).
On July 26, 2013, Lytle sought conditional certification
of this case as a nationwide collective action pursuant to 29
U.S.C. § 216(b), consisting of:
All Human Resources Managers or other Human
Resources store employees with other titles, who
are or were employed with [Defendants], within the
past three years preceding this lawsuit to the day
of trial, and elect to opt-in to this action
pursuant to FLSA 29 U.S.C. Section 216(b) who have
worked in excess of forty (40) hours per week and
were not paid overtime wages.
3
(Doc. # 205 at ¶ 11). On January 10, 2014, this Court
conditionally certified a nationwide FLSA collective action.
(Doc. # 340). Thereafter, on January 31, 2014, this Court
granted the parties’ Joint Motion for Approval of Notice and
adopted the parties’ proposed class notice and methods of
dissemination. (Doc. # 349).
B. Counts II, III, and IV – ERISA
Defendants maintain a 401(k) Plan (Plan), in which Lytle
and
numerous
members
of
the
purported
ERISA
class
participated in every pay period they worked. (Doc. # 350 at
¶ 74). According to Lytle, the Plan states: “All employee[s]
will be enrolled automatically in the Plan (unless they
affirmatively elect not to enroll) and can contribute to the
Plan and receive a 100% vested company match after 180 days
of
service.”
(Id.
at
¶
82).
Once
eligible,
Defendants
“immediately match[ ] 3% each pay period (up to 100%) that an
employee contributes, then 50% of the next 2% an employee
contributes, and finally 25% of the next 1% an employee
contributes.” (Id. at ¶ 84). “Whether it is one percent, or
some higher percent, all contributions are directly based on
an employee’s eligible compensation.” (Id. at ¶ 85).
According to the Third Amended Complaint, the Plan’s
“Summary
Plan
Description”
states
4
in
part:
“Eligible
compensation is the total of the salary or wages, overtime
premium pay, commissions, and bonuses . . . .” (Id. at ¶ 86).
Lytle submits that overtime earned by a Plan participant,
including Lytle, is to be considered eligible compensation
under
the
Plan
–
whether
the
Defendants
paid
overtime
compensation or not – because eligible compensation under the
Plan
is
not
the
same
as
money
actually
paid
to
the
participant. (Id. at ¶ 88).
Lytle brings the ERISA claims on behalf of a putative
ERISA class composed of:
All Human Resources Managers, who are or were
employed by Lowe’s Home Centers, Inc.; Lowe’s
Companies, Inc.; or Lowe’s HIW, Inc., within the
past six years preceding this lawsuit (i.e. August
14, 2009) to the day of case disposition, and who
participated in the Lowe’s 401(k) Plan during this
time.
(Id. at ¶ 83).
According
to
Lytle,
Defendants
have
failed
to
keep
accurate records because both ERISA and the FLSA require
strict compliance in record keeping for hours worked and
benefits earned. (Id. at ¶ 93). Furthermore, Lytle contends
that the Defendants have failed to credit Lytle and the
potential ERISA class members with the compensation due to
them under the Plan and the law. (Id. at ¶¶ 97-98). As a
5
result, Lytle and the prospective ERISA class members are
left confused about their rights under the Plan both now and
in the future. (Id. at ¶ 99).
In the Third Amended Complaint, Lytle alleges three
counts relating to ERISA violations. Count II contends that
Defendants violated the record-keeping provision of ERISA by
failing to maintain adequate records. Count III posits that
Defendants breached their fiduciary duties by failing to
credit Plan accounts based on all of the overtime compensation
Lytle
and
the
prospective
ERISA
class
members
allegedly
should have received. Furthermore, Count IV seeks to enforce
Plan terms, clarify rights to future benefits under the Plan,
and
recover
benefits
for
current
overtime
work,
future
overtime work, if any, and past overtime worked, which is
currently unpaid but allegedly due.
Defendants filed the present Motion on February 18,
2014. (Doc. # 362). Lytle filed a response in opposition to
the Motion on March 4, 2014. (Doc. # 387), and Defendants
filed, with leave of Court, a reply in support of the Motion
on March 17, 2014 (Doc. # 394). The Court has reviewed the
Motion, the response thereto, and the reply and is otherwise
fully advised in the premises.
II.
Legal Standard
6
On a motion to dismiss, this Court accepts as true all
of the factual allegations in the complaint and construes
them in the light most favorable to the plaintiff. Jackson v.
Bellsouth Telecomms., 372 F.3d 1250, 1262 (11th Cir. 2004).
Further, this Court favors the plaintiff with all reasonable
inferences from the allegations in the complaint. Stephens v.
Dep’t of Health & Human Servs., 901 F.2d 1571, 1573 (11th
Cir. 1990)(“On a motion to dismiss, the facts stated in [the]
complaint and all reasonable inferences therefrom are taken
as true.”). However, the Supreme Court explains that:
While a complaint attacked by a Rule 12(b)(6)
motion to dismiss does not need detailed factual
allegations, a plaintiff’s obligation to provide
the grounds of his entitlement to relief requires
more than labels and conclusions, and a formulaic
recitation of the elements of a cause of action
will not do. Factual allegations must be enough to
raise a right to relief above the speculative
level.
Bell Atl. Corp. v. Twombly, 550 U.S. 544, 555 (2007)(internal
citations omitted). Further, courts are not “bound to accept
as true a legal conclusion couched as a factual allegation.”
Papasan v. Allain, 478 U.S. 265, 286 (1986).
As a threshold matter, the Court notes that Defendants’
Motion has not been converted into a motion for summary
judgment because the Court has not considered matters outside
7
the pleadings. When a document outside the pleadings is
considered, Federal Rule of Civil Procedure 12(d) requires
that the motion be treated as a motion for summary judgment
and disposed of as provided in Rule 56. “Rule 7(a) defines
‘pleadings’ to include both the complaint and the answer, and
Rule 10(c) provides that ‘[a] copy of any written instrument
which is an exhibit to a pleading is a part thereof for all
purposes.’” Horsley v. Feldt, 304 F.3d 1125, 1134 (11th Cir.
2002)(quoting Fed. R. Civ. P. 7(a) and 10(c)); see GSW, Inc.
v.
Long
Cnty,
Ga.,
999
F.2d
1508,
1510
(11th
Cir.
1993)(stating that when considering a motion to dismiss, “the
Court limits its consideration to the pleadings and exhibits
attached thereto.”).
The Eleventh Circuit has adopted the “incorporation by
reference” doctrine under which a document attached to a
motion to dismiss may be considered by the court without
converting the motion into one for summary judgment only if
the attached document is: (1) central to the plaintiff's
claim;
and
(2)
undisputed.
Horsley,
304
F.3d
at
1134.
“Undisputed” in this context means that the authenticity of
the document is not challenged. Id.
Although in the Third Amended Complaint Lytle discusses
the Plan in detail, she failed to attach the Plan for the
8
Court’s review. However, the Defendants have attached a copy
of the Plan to their Motion, and Lytle has not disputed the
authenticity of the attachment. Therefore, the Court has
considered the attached Plan, but has not considered any other
documents in making its determination.
III. Analysis
In their present Motion, Defendants seek to dismiss
Counts II, III, and IV of the Third Amended Complaint as they
submit these ERISA counts fail to state – and cannot state –
a claim for which relief can be granted.
Defendants
contend
that
the
“corporate
Furthermore,
Defendants”
are
improper parties to these ERISA claims. The Court will discuss
each issue in turn beginning with whether the corporate
Defendants are proper parties to the ERISA claims.
1. Proper Defendants
In the Motion, Defendants contend that the corporate
Defendants – Lowe’s Home Centers, Inc.; Lowe’s Companies,
Inc.; and Lowe’s HIW, Inc. - are improper Defendants to Counts
II, III, and IV of the Third Amended Complaint as none of
these Defendants were acting as a plan administrator or plan
fiduciary
with
regard
to
the
compensation
decisions
underlying Lytle’s ERISA claims. (Doc. # 362 at 17). Instead,
9
the Defendants submit that “the proper defendant is the party
that controls administration of the ERISA plan in question,
typically
the
plan
administrator,”
which
here
is
the
Administrative Committee of Lowe’s Companies, Inc. (Doc. #
362 at 16)(citing Varity Corp. v. Howe, 516 U.S. 489, 498
(1996)(“In relevant part, the statute says that ‘a person is
a fiduciary with respect to a plan,’ and therefore subject to
ERISA fiduciary duties, ‘to the extent’ that he or she
‘exercises
any
discretionary
authority
or
discretionary
control respecting management’ of the plan, or ‘has any
discretionary authority or discretionary responsibility in
the administration’ of the plan.”)).
In response, however, Lytle contends that a proper party
to
an
ERISA
lawsuit
is
the
party
who
controls
the
administration of the plan. (Doc. # 387 at 19). Thus, ERISA
does not only apply to the listed plan administrator but also
to whomever has “sufficient decisional control over the claim
process.” (Id.)(citing Garren v. John Hancock Mut. Life Ins.,
Co., 114 F.3d 186, 187 (11th Cir. 1997)(“The proper party
defendant in an action concerning ERISA benefits is the party
that controls the administration of the plan.”). According to
Lytle,
“the
operative
Complaint
makes
clear
that
the
Defendants in this action are proper parties to Plaintiff’s
10
ERISA [claims].” (Doc. # 387 at 19). Specifically, the Third
Amended Complaint “expressly allege[s] that [Defendants] are
proper
parties
responsibility
compensation’
due
to
and/or
and
their
control
their
‘discretionary
with
alleged
respect
actual
authority,
to
exercise
crediting
of
this
control.” (Id.).
Lytle correctly notes that the proper party defendant in
an action concerning ERISA benefits is the party that controls
administration of the plan. Garren, 114 F.3d at 187. In this
case, the Administrative Committee of Lowe’s Corporation,
Inc. is the listed plan administrator of the ERISA plan at
issue. (Doc. # 350 at ¶ 19). The parties agree that the
Administrative Committee of Lowe’s Corporation, Inc. is a
proper defendant. See Rosen v. TSW, Inc., 979 F.2d 191, 19394 (11th Cir. 1992) (agreeing with the reasoning of the First
Circuit that if a company is administering the plan, then it
can be held liable for ERISA violations, regardless of the
provisions
arises
of
amongst
the
the
plan
document).
parties
as
to
However,
whether
disagreement
the
corporate
Defendants are proper defendants to the ERISA claims.
According to the Third Amended Complaint, the corporate
Defendants “have exercised actual discretionary authority,
responsibility,
and/or
control
11
in
determining
what
compensation would and would not be credited under the Plan.”
(Doc. # 350 at ¶ 123). Therefore, taking the allegations in
the Third Amended Complaint as true for the purpose of the
present analysis only, the Court finds that the corporate
Defendants
exercised
sufficient
control
over
the
administration of the Plan, and are thus proper parties to
the ERISA claims in this action.
2. Count II
In
Count
II
of
the
Third
Amended
Complaint,
Lytle
contends that Defendants failed to maintain accurate records
of
the
hours
prospective
worked
ERISA
by
Lytle
Class
in
and
the
violation
members
of
ERISA
of
the
section
209(a)(1), 29 U.S.C. § 1059(a)(1).
a. Failure to Maintain Records
Pursuant to the Third Amended Complaint, contributions
to the participants’ Plan account are based on a percentage
of the participants’ “eligible compensation.” (Doc. # 350 at
¶
85).
Lytle
submits
that
the
Plan’s
“Summary
Plan
Description” states in part: “Eligible compensation is the
total
of
the
salary
or
wages,
overtime
premium
commissions, and bonuses . . . .” (Id. at ¶ 86).
Furthermore, as stated in Section 4 of the Plan,
12
pay,
Section 4 Contributions
(a)
Salary Deferral Contributions. Subject to the
limitations described in this Section 4(a) and
in Sections 4(e) and 4(g), an Employee who is
eligible to participate in the Plan may elect
to have from 1% to 50% . . . of his Deferral
Compensation
withheld
by
Lowe’s
and
contributed to the Trust on his behalf in lieu
of his receiving such amount as compensation.
(Doc. # 362-1 at 15). “Compensation” is defined as:
The total remuneration paid to an Employee by
Lowe’s in each Plan Year, as reportable on IRS Form
W-2, including the amount (if any) of (i) Salary
Deferral Contributions made on his behalf for the
Plan Year, (ii) salary reductions under the Lowe’s
Companies Flexible Benefit Plan (pursuant to
Section 125 of the Code), and (iii) elective
amounts that are not includible in the gross income
of the Employee under Section 132(f), 402(e)(3),
402(h) or 403(b) of the Code, but excluding
reimbursements or other expense allowances, fringe
benefits (cash or noncash), moving expenses,
deferred compensation and welfare benefits and any
amount in excess of $255,000 (as adjusted after
2013 for increases in the cost of living pursuant
to Section 401(a)(17) of the Code).
(Id. at 7). “Deferral Compensation” is defined as:
The salary or wages, overtime premium pay, bonuses
and commissions paid to a Participant during a
payroll period but excluding any amount in excess
of $255,000 (as adjusted after 2013 for increases
in the cost of living pursuant to Code Section
401(a)(17)). Deferral Compensation shall include
compensation paid after a Participant separates
from service but only to the extent such
compensation would have been Deferral Compensation
13
if paid prior to such separation from service and
only if paid prior to the first pay period that
begins 30 days after such separation from service.
(Id.).
Lytle contends that Defendants failed to account for all
hours worked, including overtime hours, by Lytle and the
potential ERISA class members. (Doc. # 350 at ¶ 117). As a
result,
Defendants
failed
to
maintain
adequate
records
sufficient for Lytle and the prospective ERISA class members
to determine their benefit accrual rights under the Plan.
(Id.).
However, Defendants contend that according to the Plan,
Defendants
were
only
required
to
maintain
records
for
compensation actually paid to employees, which they did, not
the number of hours an individual worked, and therefore,
Defendants were in compliance with the Plan terms. (Doc. #
363 at 9).
This Court finds that under the relevant Plan, it is the
“eligible compensation” - salary, wages, overtime premium
pay, bonuses, and commissions - actually paid to employees,
rather than the number of hours worked, which is relevant to
allocating contributions. Thus, under the Plan, records of
hours worked are not records which are necessary to determine
14
the benefits due to employees within the meaning of section
209(a)(1). See Henderson v. UPMC, 640 F.3d 524, 529 (3rd Cir.
2011) (detailing a plethora of cases finding that, where plan
language defined compensation as “amounts paid by an Employer
to
an
Employee”
or
in
similar
terms,
employer
had
no
obligation under ERISA to record amounts earned or hours
worked). Instead, the number of hours worked is only relevant
to determine whether an employee was correctly classified as
exempt
or
non-exempt
for
purposes
of
receiving
overtime
compensation.
Thus, because the Plan at issue here determines benefits
based on compensation actually paid to employees rather than
the number of hours worked, any alleged failure by Defendants
to
maintain
adequate
records
of
hours
worked
does
not
constitute an ERISA record-keeping violation.
b. Private Right of Action
Even if this Court found that Defendants failed to
maintain adequate records, Defendants further contend that
Count II should be dismissed as there is no private right of
action for failure to maintain records. (Doc. # 362 at 8).
According to Defendants, “the basis for the requirement that
an employer maintain records with respect to each of its
employees sufficient to determine the benefits due or which
15
may become due to such employees, does not provide a private
right of action to enforce ERISA record-keeping violations.”
(Id.)(citing Lowe v. Telesat Cablevision, Inc., 837 F. Supp.
410, 412 (M.D. Fla. 1993)(finding that 29 U.S.C. § 1059(a)(1)
does not provide a private right of action, but calls for a
civil penalty to be paid to the Secretary of Labor). “This is
because Section 209(b) provides that an employer who fails to
comply
with
the
record-keeping
requirements
shall
pay
a
penalty to the Secretary of Labor, thereby affording the
remedy of a civil penalty to be paid to the Secretary, not
creating a private right of action.” (Doc. # 362 at 8-9).
29 U.S.C. § 1059(a)(1) states in pertinent part:
(a)(1) Except as provided by paragraph (2) every
employer shall, in accordance with such regulations
as the Secretary may prescribe, maintain records
with respect to each of his employees sufficient to
determine the benefits due or which may become due
to such employees.
* * *
(b) If any person who is required, under subsection
(a) of this section, to furnish information or
maintain records for any plan year fails to comply
with such requirement, he shall pay to the
Secretary a civil penalty of $10 for each employee
with respect to whom such failure occurs, unless it
is shown that such failure is due to reasonable
cause.
29 U.S.C. § 1059(a)(1), (b).
16
According to the plain language of the above referenced
provisions, Defendants have a duty to keep records sufficient
to accurately determine what benefits are due or may be due
to plan participants. However, this section does not provide
a private right or cause of action; rather, Congress has
provided for a civil penalty payable, upon the finding of a
violation, to the Secretary of Labor. See Lowe, 837 F. Supp.
at 412; Premick v. Dick’s Sporting Goods, Inc., No. 2:06-cv530,
2007
WL
141913,
2007)(determining
that
29
at
*6
(W.D.
U.S.C.
§
Pa.
1059(a)(1)
Jan.
does
18,
not
provide plaintiff with a private cause of action); Winfield
v.
Citibank,
842
2012)(interpreting
F.
29
Supp.
U.S.C.
2d
§
560,
565-66
1059(a)(1)
to
(S.D.N.Y.
mean
that
section 209(a)(1) does not create a private right of action
but instead affords the remedy of a civil penalty to be paid
to the Secretary of Labor).
Upon review of Lytle’s response in opposition to the
Motion, Lytle does not contest Defendants’ position regarding
whether the relevant statute creates a private right of
action. Rather, Lytle submits that Defendants had a duty to
maintain adequate records, and therefore, she has a right to
sue under section 502(a)(3), 29 U.S.C. § 1132(a)(3), ERISA’s
“catch all” provision.
17
c. ERISA Section 502(a)(3)
Section 502(a)(3) authorizes a civil action:
by a participant, beneficiary, or fiduciary (A) to
enjoin any act or practice which violates . . .
the terms of the plan, or (B) to obtain other
appropriate equitable relief (i) to redress such
violations or (ii) to enforce any provisions of .
. . the terms of the plan.
29 U.S.C. § 1132(a)(3).
The Supreme Court has emphasized that section 502(a)(3)
is a “catchall” provision that provides relief only for
injuries that are not otherwise adequately provided for by
ERISA. Varity, 516 U.S. at 504-14 (explaining that section
502(a)(3)
“act[s]
as
equitable
relief
for
a
safety
injuries
net,
caused
offering
by
appropriate
violations
that
section 502 does not elsewhere adequately remedy.”). “Where
Congress
elsewhere
provided
adequate
relief
for
a
beneficiary’s injury, there will likely be no need for further
equitable relief, in which case such relief would not be
appropriate.” Ogden v. Blue Bell Creameries U.S.A., Inc., 348
F.3d 1284, 1287 (11th Cir. 2003)(quoting Varity, 516 U.S. at
515).
The Eleventh Circuit explained in Katz v. Comprehensive
Plan of Group Insurance, that an ERISA plaintiff who has an
adequate
remedy
under
ERISA
section
18
502(a)(1)(b)
cannot
alternatively plead and proceed under section 502(a)(3). 197
F.3d 1084, 1088-89 (11th Cir. 1999); Cheal v. Life Ins. Co.
of N. Am., 330 F. Supp. 2d 1347, 1356 (N.D. Ga. July 28,
2004)(finding that plaintiff was precluded from stating an
alternative basis for relief under section 502(a)(3)). The
Eleventh Circuit also recognized that an ERISA plaintiff that
had an adequate remedy under section 502(a)(1)(B) cannot
assert
a
section
502(a)(3)
claim
after
his
section
502(a)(1)(B) claim has been lost. Ogden, 348 F.3d at 1287
(citing Katz, 197 F.3d at 1089).
In order for this Court to determine whether Lytle has
stated a claim under section 502(a)(3), the Court must first
determine
whether
Lytle’s
claim
is
an
equitable
claim
cognizable under section 502(a)(3). Under section 502(a)(3),
“equitable relief” refers to “those categories of relief that
were typically available in equity.” Cheal, 330 F. Supp. 2d
at 1347. However, even where an ERISA plaintiff frames the
relief requested as “steeped in equity,” the court must look
past the label - the determination of whether a particular
remedy “is legal or equitable depends on ‘the basis for [the
plaintiff’s] claim’ and the nature of the underlying remedies
sought.” Cook v. Campbell, 485 F. Supp. 2d 1341, 1358 (M.D.
Ala. 2007)(citing Great–West Life & Annuity Ins. Co. v.
19
Knudson, 534 U.S. 204, 213 (2002)). Then, after the Court
makes that determination, the Court must examine whether this
claim is precluded by Lytle’s claim for benefits under section
502(a)(1)(B).
In light of the foregoing principles, the Court turns to
an examination of the Third Amended Complaint to determine
the basis of Lytle’s claim and the nature of the relief
sought. Upon review, the Court notes that in addition to
seeking injunctive relief to remedy the Defendants’ alleged
record keeping failure, Lytle also requests that this Court
credit Lytle and the prospective ERISA class members with
eligible compensation and pensionable pay for all of their
past, present, and future uncompensated overtime work. (Doc.
# 350 at 23). Even though Lytle strategically attempts to
characterize
Count
II
as
a
section
502(a)(3)
claim
for
equitable relief, this Court finds that she in fact seeks an
Order
from
this
Court
directing
Defendants
to
provide
monetary relief. See Mertens v. Hewitt Assoc., 508 U.S. 248,
255 (1993)(“Although they often dance around the word, what
petitioners in fact seek is nothing other than compensatory
damages – monetary relief for all losses their plan sustained
as a result of the alleged breach of fiduciary duties.”);
Knudson, 534 U.S. at 209 (holding that the plaintiff could
20
not recover under section 502(a)(3) because even though the
plaintiff characterized her claim as an equitable claim, it
was actually a legal claim because the plaintiff did not seek
to
recover
defendant’s
from
a
particular
possession
but
fund
or
property
rather
to
impose
in
the
personal
liability on defendants); DeSilva v. N. Shore-Long Island
Jewish Health Sys., Inc., 770 F. Supp. 2d 497, 537 (E.D.N.Y.
2011) (finding that although plaintiffs have attempted to
cast their claim as one seeking equitable relief under the
“catch-all”
provision
of
ERISA,
plaintiffs'
claim
is
inextricably intertwined with the benefits that they will
receive under the plan and, as such, should be construed as
plan-based claim seeking monetary damages).
As will be discussed, section 502(a)(1)(B) authorizes a
participant to bring a civil action to recover benefits due
under the terms of the plan, to enforce rights under the terms
of the plan, and to clarify rights to future benefits under
the terms of the plan. This is precisely what Lytle is
requesting this Court do in Count II – clarify her rights as
to record maintenance and clarify what benefits are due to
her for her current overtime work, her future overtime work,
if any, and her past overtime work, which currently is unpaid
but allegedly due. Therefore, The Court finds that section
21
502(a)(1)(B) would provide an adequate remedy to Lytle for
the relief she seeks, and accordingly, the Court finds that
bringing Count II under the guise of section 502(a)(3) is
inappropriate.
In making its determination, the Court acknowledges
Lytle’s argument that sections 502(a)(3) and 502(a)(1)(B) are
often pled together because the litigants and the court do
not yet know what remedies or causes of action will result
and because the court can always dispose of it at a later
stage once more information is known. (Doc. # 387 at 8)(citing
Geiger v. UNUM Life Ins. Co. of Am., 213 F. Supp. 2d 813 (N.D.
Ohio
2002)(concluding
that
at
the
pleadings
stage,
a
plaintiff may simultaneously assert alternative claims for
recovery of benefits under § 1132(a)(1)(B) and for breach of
fiduciary duty under § 1132(a)(3)). However, the Court notes
that Geiger is “no longer good law” due to subsequent Sixth
Circuit decisions. DeWald v. UNUM Provident Corp., No. 1:05cv-135, 2005 WL 1126742, at *3 (N.D. Ohio Apr. 18, 2005); see
Julia v. Bridgestone/Firestone, Inc., 101 F. App’x. 27, 29
(6th Cir. 2004)(finding that the “district court correctly
noted that a plaintiff who has standing to pursue a claim for
recovery of benefits under 29 U.S.C § 1132(a)(1)(B) cannot
pursue a claim for equitable relief under § 1132(a)(3), which
22
instead operates as a catchall for plaintiffs not otherwise
provided
for
under
§
1132.”).
Therefore,
Lytle
has
not
provided this Court with any binding authority illustrating
it position that it is entitled to plead sections 502(a)(3)
and 502(a)(1)(B) together at this stage of the proceedings.
As the Court finds that Lytle can obtain the relief she
and the putative ERISA class members seek under section
502(a)(1)(b), the Court finds that Lytle’s cause of action
under section 502(a)(3) is precluded by Lytle’s claim for
benefits under section 502(a)(1)(B). Therefore, to the extent
Lytle
seeks
relief
under
Count
II
pursuant
to
section
502(a)(3), this Court grants Defendants’ Motion, and as a
result, Count II is dismissed with prejudice.
3. Count III
In Count III, Lytle submits that Defendants breached
their fiduciary duties by failing to credit compensation as
required by ERISA, in violation of ERISA section 404(a)(1),
29 U.S.C. § 1104(a)(1), which requires:
(a)
Prudent man standard of care
(1)
Subject to sections 1103(c) and (d), 1342, and
1344 of this title, a fiduciary shall
discharge his duties with respect to a plan
solely in the interest of the participants and
beneficiaries and —
23
(A)
for the exclusive purpose of:
(i)
providing benefits to participants
and their beneficiaries; and
(ii)
defraying reasonable expenses
administering the plan;
of
(B)
with the care, skill, prudence, and
diligence under the circumstances then
prevailing that a prudent man acting in
a like capacity and familiar with such
matters would use in the conduct of an
enterprise of a like character and with
like aims;
(C)
by diversifying the investments of the
plan so as to minimize the risk of large
losses, unless under the circumstances it
is clearly prudent not to do so; and
(D)
in accordance with the documents and
instruments governing the plan insofar as
such documents and instruments are
consistent with the provisions of this
subchapter and subchapter III of this
chapter.
29 U.S.C. § 1104(a)(1).
According to Lytle, Defendants breached their fiduciary
duties by failing to credit compensation due for overtime
performed by Lytle and the members of the prospective ERISA
class as eligible compensation under the Plan. (Doc. # 350 at
¶ 134).
24
In Zipp v. World Mortgage Company, et al., 632 F. Supp.
2d 1117 (M.D. Fla. 2009), the court faced a similar argument.
In Zipp, the plaintiff asserted violations under the FLSA as
well as ERISA. Id. at 1118. In his two ERISA counts, the
plaintiff
alleged
that
defendants
1)
failed
to
maintain
records with respect to each of their employees sufficient to
determine
the
benefit
accrual
rights
of
pension
plan
participants and 2) breached fiduciary duties by failing to
credit compensation due for overtime. Id. at 1119.
After
parties,
considering
the
Court
the
case
considered
law
the
presented
defendants’
by
both
position
“better-reasoned,” and found that “[t]he business decision
whether to classify employees as ‘exempt’ or ‘nonexempt’ for
FLSA overtime purposes may have an impact on the ERISA plan,
but
that
does
not
render
the
claims
based
on
that
classification decision ERISA claims.” Id. at 1124. In making
its determination, the Zipp court cited to LePage v. Blue
Cross & Blue Shield of Minnesota, Civ. No. 08–584 (RHK/JSM),
2008 WL 2570815, at *5-6 (D. Minn. June 25, 2008):
Setting compensation levels is a business decision
or judgment made in connection with the on-going
operation of a business. Consequently, ERISA does
not govern Blue Cross's business decision about how
to classify an employee for payroll and FLSA
purposes. Nor do Plaintiffs dispute this. Instead,
they make the very fine distinction that Blue
25
Cross, as plan administrator, has a fiduciary duty
to double-check this business decision and evaluate
whether employees had some legal claim to
additional compensation. But no such duty exists[.]
An employer's discretion in determining salaries is
a business judgment which does not involve the
administration of an ERISA plan or the investment
of an ERISA plan's asserts. Such a decision may
ultimately affect a plan indirectly but it does not
implicate
fiduciary
concerns
regarding
plan
administration or assets. Business decisions can
still be made for business reasons, notwithstanding
their collateral effect on prospective, contingent
employee benefits. ERISA clearly states that a
fiduciary must discharge its duties “in accordance
with the documents and instruments governing the
plan. . . .” Thus, Blue Cross, as plan
administrator, has a fiduciary duty to credit
Plaintiffs with the compensation that is required
to be credited under the terms of the plan.
Zipp, 632 F. Supp. 2d at 1122-23 (citing LePage, 2008 WL
2570815, at *5-6); see also Winfield, 842 F. Supp. 2d at 571
(quoting De Silva, 770 F. Supp. 2d at 541)(“[W]here an ERISA
plan defines benefits in terms of compensation, and where
compensation is tied to wages actually paid, employers are
not obligated to credit employees for ‘all hours worked,’ and
thus, the failure to credit those hours does not constitute
a breach of fiduciary duty under ERISA.”); Henderson, 640
F.3d at 530 (affirming dismissal of breach of fiduciary duty
claim for failure to credit overtime hours worked where number
of hours worked was not relevant to calculation of benefits
under the plan); Kuznyetsov v. W. Penn Allegheny Health Sys.,
26
Inc., No. Civ. A. 9-379, 2010 WL 597475, at *7 (W.D. Pa. Feb.
16, 2010)(dismissing breach of fiduciary duty claim on same
grounds).
Here, Lytle does not allege that Defendants failed to
keep records as required by ERISA; instead, Lytle argues in
essence that the records that were kept are incorrect due to
the
Defendants’
classification
decision.
Again,
that
underlying decision is an employment decision, not an ERISA
plan decision. Accordingly, Defendants were not acting in the
capacity of an ERISA fiduciary when making this employment
decision.
Rather, as ERISA fiduciaries, Defendants were required
to discharge their duties in accordance with the documents
and instruments governing the Plan.
This Court has already
found that under the relevant Plan, it is the “eligible
compensation” - salary, wages, overtime premium pay, bonuses,
and commissions - actually paid to employees, rather than the
number of hours worked, which is relevant to allocating
contributions. The records of hours worked are not records
which are necessary to determine the benefits due to employees
within the meaning of section 209(a)(1). Accordingly, as
Defendants maintain records of the compensation actually paid
to their employees, there is no breach of fiduciary duty on
27
behalf of Defendants. Therefore, Count III cannot state a
claim for breach of fiduciary duty under ERISA as a matter of
law.
Nonetheless, even if Count III did state a claim for
breach of fiduciary duty, this Court finds that Lytle could
not obtain relief under section 502(a)(3) as desired. As
previously
stated,
section
502(a)(3)
is
a
“catchall”
provision that provides equitable relief for injuries that
are not otherwise adequately provided for by ERISA. Varity,
516 U.S. at 504-14. In Count III, Lytle seeks an injunction
requiring Defendants to credit all members of the prospective
ERISA class with compensation under the Plan for all of the
past and future overtime work performed by those class members
and any such other equitable relief this Court finds proper.
(Doc. # 350 at ¶ 125).
However, careful scrutinization of Count III reveals
that the relief Lytle ultimately seeks is an Order awarding
monetary relief. Accordingly, her claims asserted pursuant to
section 502(a)(3) – the “catchall” provision – are barred. In
addition, as discussed below, the Court is without the power
to afford Lytle relief under section 502(a)(1)(b) due to her
failure to exhaust the administrative remedies available to
28
her
under
the
Plan.
As
a
result,
relief
under
section
502(a)(1)(B) is likewise unavailable to Lytle at this time.
For the reasons stated above, to the extent Lytle seeks
relief under Count III pursuant to section 502(a)(3), this
Court grants Defendants’ Motion.
Accordingly, Count III of
the Third Amended Complaint is dismissed with prejudice.
4. Count IV
In Count IV, Lytle seeks to enforce the Plan terms,
clarify rights to future benefits under the Plan terms, and
recover benefits due under the Plan pursuant to section
502(a)(1)(B).
Specifically,
Lytle
seeks
to
clarify
what
amount of benefits are due to her and the prospective ERISA
class for their current overtime work, their future overtime
work, if any, and their past performed overtime work, which
is currently unpaid, but allegedly due, and therefore not
being contributed by the Defendants into the 401(k) they are
earning. (Doc. # 350 at 130). Lytle also seeks clarification
related to her rights as to accounting and record maintenance
Defendants are obligated to keep. (Id.). Finally, Lytle seeks
to enforce her rights under the Plan by seeking a judgment:
to order the Defendants to comply with ERISA and
the Plan terms[,] to update the records with proper
accounting and maintenance[,] and to have the
Defendants contribute any amounts due to them under
29
the law, which were earned but have not yet been
contributed by the Defendants, and by seeking to
recover any of those benefits lost due [to] the
misclassification of the Human Resource Manager
positions.
(Id.).
ERISA section 502(a)(1)(B) authorizes a participant or
beneficiary to bring a civil action to recover benefits due
under the terms of the plan, to enforce rights under the terms
of the plan, and to clarify rights to future benefits under
the terms of the plan, which is what Lytle and the prospective
ERISA class seek. See 29 U.S.C. § 1132 (a)(1)(B). The Eleventh
Circuit
has
specifically
held
that
exhaustion
of
administrative remedies is a prerequisite to instituting an
ERISA action in a federal district court. Mason v. Cont’l
Grp., Inc., 763 F.2d 1219, 1221 (11th Cir. 1985), cert.
denied, 474 U.S. 1087 (1986). Exhaustion of administrative
remedies is not required (1) where it would prove futile; (2)
where the claimant was wrongfully denied access to the review
procedures;
(3)
where
irreparable
harm
would
result
by
requiring exhaustion; (4) where administrative remedies are
inadequate;
or
(5)
where
the
issue
involves
statutory
interpretation. Nierenberg v. Heart Ctr. of SW. Fla., P.A.,
835 F. Supp. 1404, 1407 (M.D. Fla. 1993). In light of such
30
exceptions, “the decision whether to apply the exhaustion
requirement
is
committed
to
the
district
court's
sound
discretion and can be overturned on appeal only if the
district court has clearly abused its discretion.” Springer
v. Wal-Mart Assocs. Grp. Health Plan, 908 F.2d 897, 899 (11th
Cir. 1990)(quoting Curry v. Contract Fabricators Inc. Profit
Sharing Plan, 891 F.2d 842, 846 (11th Cir. 1990)).
Lytle contends that there is no administrative procedure
available to her or the prospective ERISA class members that
would grant the relief the individuals seek, and therefore,
it can be reasonably assumed that the Plan’s terms do not
require Lytle or the prospective ERISA class members to
exhaust any administrative remedies. (Doc. # 387 at 17). To
support this contention, Lytle cites to Watts v. BellSouth
Telecomms., Inc., 316 F.3d 1203, 1207-08 (11th Cir. 2003). In
Watts, the Eleventh Circuit stated that the administrative
exhaustion requirement is not found in the ERISA statute
itself; it is a court-imposed, policy-based requirement. Id.
at 1207.
Therefore, the court found that a claim should not
be barred by the administrative exhaustion requirement if the
reason the claimant failed to exhaust the administrative
remedies is that she reasonably believed that she was not
required to exhaust her administrative remedies before filing
31
a lawsuit. Id. The reasonableness of the claimant’s belief
“must be judged from the perspective of the average plan
participant.” Id.
After considering the relevant documents, the court in
Watts determined that the documents failed to adequately
explain that exhausting administrative remedies – namely the
administrative appeal procedure – was necessary before a
lawsuit may be filed. Id.
To attorneys and judges familiar with the law in
general and with ERISA law in particular, it may
seem obvious that administrative remedies must come
before a lawsuit, but to the average plan
participant, who by virtue of being an ERISA
claimant will sometimes be sick or disabled, there
is nothing obvious about it. Instead, it is more
likely that a layperson told that she “may” exhaust
her administrative remedies and that she “may” file
a lawsuit would conclude, as Watts did, that it was
an either/or proposition-her option.
Id.
In the present action, however, Lytle is not arguing
that
she
was
unaware
that
exhaustion
of
administrative
remedies was required before filing a lawsuit, unlike the
plaintiff in Watts. Rather, Lytle argues that there is no
administrative procedure set up for her or the purported ERISA
class members to participate in prior to bringing a lawsuit.
(Doc. # 350 at 102; Doc. # 387 at 17). Specifically, Lytle
32
posits that the only “administrative scheme set up for the
plan participants is when a ‘claim for benefits’ is denied.”
(Id.). Lytle submits that she and the prospective ERISA class
are not seeking “a claim for benefits” as the Plan documents
would suggest, but rather their request at its heart is for
equitable
relief,
accounting,
clarification,
and
Plan
revisions. (Doc. # 350 at ¶ 102).
A review of the relevant Plan exhibits that there is an
entire section – section 13 – devoted to Claims Procedure,
which states in pertinent part:
All questions and claims regarding benefits under
the Plan shall be acted upon by the Committee.
Each Participant (or Beneficiary) who wishes to
file a claim for benefits with the Committee shall
do so in writing, addressed to the Committee or to
Lowe’s. If the claim for benefits is wholly or
partially denied, the Committee shall notify the
Participant (or Beneficiary) in writing of such
denial of benefits within 90 days (or 180 days if
special circumstances require an extension of time
and the Participant is so notified) after the
Committee initially received the benefit claim.
(Doc. # 362-1 at 40).
Upon consideration of Lytle’s contention and the Plan
itself, this Court agrees with Defendants’ position that
“despite any slight intention of seeking clarity as to future
33
benefits, [Lytle’s] . . . claim is really one for benefits
due, and that she raises this argument only to avoid complying
with the administrative prerequisites to filing a claim for
benefits under section 502(a)(1)(B).” (Doc. # 394 at 5). Thus,
this Court finds that regardless of how Lytle characterizes
her
request,
under
Count
IV,
she
is
seeking
an
Order
determining her benefits under the Plan (i.e. a claim for
benefits).
Therefore,
administrative
Lytle
remedies
before filing suit.
is
required
available
to
to
her
exhaust
under
the
all
Plan
As Lytle admittedly did not do so, this
Court grants Defendants’ Motion as to Count IV. However, Count
IV is dismissed without prejudice so that Lytle can re-assert
Count
IV
at
a
later
date
once
she
has
exhausted
all
administrative remedies available to her.
Accordingly, it is now
ORDERED, ADJUDGED, and DECREED:
(1)
Defendants Lowe’s Home Centers, Inc.; Lowe’s Companies,
Inc.; Lowe’s HIW, Inc.; and the Administrative Committee
of Lowe’s Companies’ Motion to Dismiss (Doc. # 362) is
GRANTED
to
dismissed
the
with
extent
that
prejudice
and
Counts
II
and
Count
IV
is
without prejudice as set forth herein.
34
III
are
dismissed
(2)
Plaintiff’s Amended Motion to Certify ERISA Class (Doc.
# 388) is DENIED AS MOOT.
DONE and ORDERED in Chambers in Tampa, Florida, this
29th day of April, 2014.
Copies: All Counsel of Record
35
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