Supreme Court Declines to Hear Appeal of ERISA Class Action Waiver Cases

Two cases ruling that mandatory individual arbitration clauses are unenforceable are effectively upheld, at least for now.

The U.S. Supreme Court has declined to hear two cases concerning the enforceability of mandatory arbitration and class action waivers in plan documents.

The decision effectively denies appeals of decisions made by judges in the 3rd and 10th Circuit Courts of Appeal, which ruled that mandatory arbitration and class action waiver clauses in plan documents are unenforceable under the Employee Retirement Income Security Act. The Supreme Court declined to hear the appeal of the 10th Circuit decision on October 10 and the 3rd Circuit decision on October 16.

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Both cases alleged that private equity in employee stock ownership plans was improperly valued at the expense of the participants. In Robert Harrison v. Envision Management Holdings, the 10th Circuit ruled for Harrison, while in Marlow Henry v. Wilmington Trust, the 3rd Circuit ruled for Henry.

In both circuit court outcomes, the defendants’ moves to force individual arbitration and prevent a class action remedy were denied.

10th Circuit Complaint

Harrison initially brought his complaint in January 2021 in the U.S. District Court for the District of Colorado. The plaintiff alleged that his employer, Envision, a radiology company, violated its fiduciary duties in the management of an ESOP.

Specifically, Harrison alleged that Envision owners sold 100% of its private stock to the ESOP for approximately $160 million, $150 million of which the ESOP borrowed, since it had insufficient funds. Of that loan, $100 million came from the owners themselves and $50 million came from Envision.

The lawsuit alleges that contributions to the ESOP were first spent on paying interest on those loans, set at 12%, and that two separate prices were used to value the private stock of Envision, both of which were overpriced.

Envision argued that the plaintiff had signed an arbitration clause that required him to only claim individual damages, not plan-wide damages. The District Court refused to enforce that agreement. Envision then appealed to the 10th Circuit.

The 10th Circuit ruled that mandatory individual arbitration is invalid “because it disallows plan-wide relief,” a statutory right under ERISA. The court explained that the effective vindication exemption means that arbitration clauses cannot remove the right to pursue statutory remedies, which include plan-wide relief.

The defendants argued that the Department of Labor can still pursue enforcement action on behalf of the plan and that individual participants can seek individual relief through arbitration. The court ruled that ERISA expressly authorizes plan-wide relief in cases brought by participants, and mandatory individual arbitration cannot remove that right: “Because we agree with the district court that the remedies limitation contained in Section 21.1(b) prevents Harrison from effectively vindicating his statutory remedies, that means that the entire Arbitration Procedure outlined in Section 21 of the Plan is ’rendered null and void in all respects.’”

3rd Circuit Complaint

Henry similarly alleged the private stock of BSC Ventures was inflated and therefore hurt the ESOP’s participants, filing the initial complaint in U.S. District Court for the District of Delaware.

On appeal, the 3rd Circuit ruled that plan-wide relief—a remedy that addresses all affected members of the plan—is protected by ERISA. An individual cannot waive a statutory remedy for a plan, because it is not the individual’s right to waive, but the plan’s right.

This ruling was also effectively upheld when the Supreme Court declined to hear an appeal.

Mark Boyko, an ERISA attorney and partner in Bailey Glasser LLC, says that arbitration clauses as such are not unlawful. It is when they are paired with a class action waiver that they become unenforceable, because then a plaintiff cannot pursue the plan-wide relief protected by ERISA. Boyko says that courts have ruled that “the plan can agree to arbitration, but the plan can’t agree and limit the award to one individual” through a class waiver.

“You can waive your procedural right to go to court,” says Boyko, “but not your statutory right to plan-wide remedies,” whether awarded by a court or by an arbitrator.

The SECURE 2.0 Act of 2022 requires the DOL to issue regulations spelling out how private assets should be appraised for the purpose of creating ESOPs. A report published by Matrix Global Investors in September argued that a lack of regulatory uncertainty on ESOP valuation may be the greatest obstacle to their wider formation.

Mentorship Can Provide Clear Benefits for Women in Retirement Sector

OneAmerica experts said women in the retirement profession can find valuable relationships with both female and male mentors.


Both female and male mentorship can be valuable for women in the financial industry, according to experts at OneAmerica Financial Inc.’s webinar, “Female Retirement Professionals Program—Making Mentorship Matter.”

The webinar is part of a program run by OneAmerica to foster the success of women working in retirement and financial services and an environment more women will want to join, according to Sandy McCarthy, president of retirement services at OneAmerica.

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“One of the things we’ve focused on is: How do we enable success?” McCarthy said. “We came up with the notion of the four Cs, which are confidence, community, connection and culture.”

The retirement head said all four traits connect to mentorship. “Mentorship is a place where we can really learn a lot,” she said.

‘Build up That Element of Trust’

Panel participants noted that mentorship programs for women in finance can come from both women and men. But there are times, noted Lisa Fain, CEO of the Center for Mentoring Excellence, when it makes the most sense to seek out another woman as a mentor.

“If what you’ve identified is that you want to learn what it’s like to succeed as a woman in the financial services industry, a male mentor is not going to be able to give that to you, so there are reasons for same-gender mentoring relationships,” Fain said.

However, she said it can also be incredibly valuable for women to have male mentors because they may offer different sets of expertise.  

In addition, Fain noted that she has seen some successful cross-gender mentoring relationships in which the female mentee is very comfortable sharing with the male mentor their own experiences with gender and equity. Fain noted that these conversations often take time and need to be on a repeated basis. The best results are “never on the first meeting, never on the second meeting; it takes some time to build up that element of trust.”

Right Questions to Ask

To identify the right mentor, Fain suggested people begin by asking themselves what they want to learn. Asking those questions first is critical, because otherwise a mentee can get caught up in the allure of chemistry and charisma, rather than prioritizing the learning relationship they need.

“Often when people think about how to find a mentor, they ask the question: ‘Who should be my mentor?’ But that’s the wrong question to ask,” she said. “The right question is: ‘What is it that I want to learn from my mentor?’ Because ultimately, mentoring is about learning. Then the second question is: ‘What do I need from my mentor? What are the qualities of my mentor that I need?’”

Fain said it can even be counterproductive to ask for mentorship before knowing the reasons why. In addition to knowing what you’re looking to gain, Fain recommended that potential mentees find people who can help identify their next mentor.

“I often encourage people who are looking for a mentor to make that part of their mantra,” said Fain. “How many times a day do you get asked ‘How are you?’ The answer can be, ‘I’m looking for some mentorship and how to create a broader client base. Do you know anyone?’ Somebody might be able to fix you up.”

McCarthy agreed it is important to think about “the what, and then who” when it comes to mentorship.

“I think about it from my perspective: I almost think it’s reverse, right?” she said. “For me, it’s been the individuals who asked for me to mentor them. It’s equally important for me to understand it’s a dual role of benefit: I’m learning at the same time they’re learning.”

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