Case involved capping the cost of health benefits
The following article is reprinted with permission of the author, Adam Santucci, an attorney with McNees Wallace and Nurick. Contact information for Mr. Santucci can be found by clicking here.
June 21, 2017 — In a closely watched case for employers, the Third Circuit Court of Appeals, which has jurisdiction in Pennsylvania, New Jersey, Delaware and the U.S. Virgin Islands, recently held that retiree healthcare benefits provided in a collective bargaining agreement (“CBA”) may be subject to modification following the expiration of the CBA.
Grove v. Johnson Controls, Inc. was a class action suit brought on behalf of a group of retirees, who were all former bargaining unit members. Generally, the retirees alleged that they were entitled to healthcare benefits “for life” pursuant to the terms of the CBAs in place at the time of retirement. When the employer placed a cap of $50,000 on the amount of benefits to be paid to the retirees, they brought suit. The retirees argued that their entitlement to healthcare benefits had vested, and that the employer’s decision to cap their benefits was a violation of the Labor Management Relations Act and/or the Employee Retirement Income Security Act.
The appellate court affirmed the lower court’s decision and rejected these arguments. The court held that the employer was not required to provide retirees healthcare benefits for life, and instead was only required to provide those benefits for the duration of the relevant CBA. Essentially the court held that when the CBA expired, so did the employer’s obligation to continue to provide retiree healthcare benefits. In reaching its decision, the court applied ordinary principles of contract interpretation, and noted that those principles provide that all contractual obligations cease upon the expiration of the CBA.
The court’s holding does leave open the possibility that other retirees could establish a vested entitlement to lifetime retiree healthcare benefits if the CBA language supported such a right.
As noted, this is an important decision for employers. Many employers face significant legacy costs related to retiree healthcare, pension benefits and other post-employment benefits. In light of Grove, many employers may begin to evaluate their post-employment benefit obligations. However, these employers must carefully evaluate any such contractual obligations, because as Grove makes clear, whether retiree healthcare benefits are vested for life will be determined on a case-by-case basis with reference to the specific CBA language.
