Attorneys for Cash Balance Plaintiff Get Additional Award

A federal district court approved an additional award of fees and costs incurred by attorneys representing participants who won a cash balance plan challenge.

Judge Melinda Harmon of the U.S. District Court for the Southern District of Texas said that because the case did not lead to an early settlement, in large part due to United Way of Texas Gulf Coast’s unyielding and vigorous defense, plaintiff’s counsel have expended a great deal of time and effort over a lengthy litigation period.  Moreover, because the amount of pension benefits recovered by each participant or beneficiary here is relatively limited, the court found that equity weighs in favor of denying a common fund fee and having United Way pay the fee under the statute.  

Harmon ordered a total award for fees and costs under ERISA § 502 of $277,667.06 and $1,715.33, respectively.  

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However, Harmon ruled that Plaintiff/Class Representative Ann W. Humphrey’s Rule 54 motion for common-fund costs and fees and additional costs and attorneys’ fees would give her a windfall since she/the class would receive the lodestar award under ERISA § 502, but would not need to use it to pay for attorneys’ fees since an award was granted to counsel. Harmon said the court finds no justification for such a double award.  

In addition, the court found that the anti-alienation provision of the Employee Retirement Income Security Act would preclude Humphrey from receiving fees from that portion of a common fund comprised of undistributed and/or only potential future benefits.  

Harmon also denied United Way’s Rule 59 motion to alter or amend the judgment, or alternatively motion for reconsideration, or alternatively motion for new trial, saying that altering, amending or reconsidering a judgment is an extraordinary measure that should rarely be granted and only when there is an intervening or change in controlling law; the availability of new evidence not previously available; or the need to correct a clear error of law or fact or to prevent a manifest injustice.  

Harmon said the court has expended extensive time and effort in addressing the issues as they were initially presented and as they have evolved over the pendency of the action. After yet another careful review, it stands by its earlier orders.   

The court previously granted summary judgment to the plaintiffs who claimed that after converting from a pension to a cash balance plan, United Way miscalculated early retirement benefits per the language of the plan, and also previously awarded attorney’s fees (see “Court Slashes Lawyers’ Fees in Cash Balance Challenge“).

Forget Casual Fridays…

For whatever reason, summertime brings out a desire for casual attire and flexible hours for many employees, according to a recent Adecco Staffing survey. 

Specifically, 60% of respondents said they want flex time (e.g. Summer Fridays or ability to leave early on certain days) and 53% said they’d like extra vacation days this summer.  ‘Dressing down’ was also highly valued with 74% of Americans indicating they believe it’s appropriate to dress more casually in the summer.  

The desire for time and work flexibility in the summer cut across gender lines with nearly three out of five women (59%) choosing ‘extra vacation days’ as one of the three workplace benefits they’d most want compared to less than half of men surveyed (47%). Men showed a greater interest (60%) in having the ability to leave work early (e.g. Summer Fridays) opposed to checking out completely.   

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In addition to time flexibility, close to half (42%) of American workers also want the option for casual workplace attire this summer. That said, there are limits to how far casual can go in the workplace – it seems the wardrobe line was drawn at flip flops, which were considered the biggest summer wardrobe offender with 71% of Americans considering them inappropriate for the workplace.  In fact, more people felt flip flops were more intolerable in the workplace than mini-skirts (70%) or even strapless tops and /or dresses (66%).     

The appropriateness of a relaxed summer dress code differed between men and women. More than three-quarters (76%) of women indicated strapless tops or dresses were inappropriate for the workplace, compared to just over half of men (55%) who felt the same. Eight out of 10 women believe mini-skirts are inappropriate compared to 61% of men.  

Employees More Active in Summer   

Adecco's survey also showed Americans historically look to the summer as a time for more attention to health and fitness. In addition to indicating they make healthier diet selections in the summer (78%), survey respondents claimed they are more active during the work day in the summer – whether on their lunch break or even when commuting to work.   

More than one-third (36%) of Americans have incorporated exercise into their daily commute through activities like walking, running or biking to the workplace in the summer months. More than 57% said they have taken walks on their lunch break.   

Nearly half of all Americans (49%) indicated they go to the gym before or after work during the summer months.    

One-quarter of Americans indicated they have participated in at least one workplace-organized summer sports league or activity. Just over one-fifth (21%) has participated in at least one workplace-sponsored fitness class.

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