Large "Bad Faith" Verdict Raises Two Intriguing Issues

The verdict by a Los Angeles jury last week awarding a health insurance claimant over $19 million raises a pair of issues of interest to health and disability insurers. 

In Thomas Nickerson v. Stonebridge Life Insurance Company, the plaintiff, an ex-Marine, sought payment for 109 days in the hospital after a fall. The insurance company believed expenses for only 19 of those days were medically necessary. A jury awarded Nickerson $35,000 in emotional distress damages, plus $19 million in punitive damages. 

As this case undoubtedly proceeds, first in a motion directed to the trial judge, and then likely on appeal, one issue that will be addressed is the appropriate amount of punitive damages that should be permitted (assuming any punitive damages survive). 

Case law in recent years has established that except in the most extraordinary circumstances, punitive damages should not exceed other compensatory damages by more than a single digit ratio. Some courts have even opined that a 4:1 ratio is the maximum amount to be awarded, and that a 2:1 or even 1:1 ratio would be more appropriate. 

Here, the ratio of punitive damages to compensatory damages somewhat exceeds the above guidelines -- it pencils out to 543:1. It's true that depending on the level of reprehensibility of a defendant's conduct, and where compensatory damages are nominal, the courts may be open to approving punitive awards in excess of a the above ratios, but those circumstances do not appear to apply in this case. 

The second issue raised by the Nickerson case is the alleged obligation by an insurer to accept or give great deference to the opinion of an insured's physician, with respect to the question of medical necessity under a health policy. 

Nickerson's lawyer, William Shernoff of the Claremont, California firm of Shernoff Bidart & Echeverria LLP, has expressed the hope that this case will lead to a recognition by the courts that the medical judgment of policyholders' treating physicians should be accepted by carriers. 

In fact, this case is unlikely to lead to such a result.  

Appellate courts have long recognized that the issue of medical necessity should not be one that is dictated by the view of any particular expert or practitioner, but instead should turn on which party presents the most compelling evidence on the coverage question. 

The notion that a policyholder's doctor has a monopoly on truth or good judgment, especially when that physician may hold a view based on a longstanding affinity for a patient, and an unquestioning acceptance of self-reported symptoms that may or may not be reliable in light of clinical or objective testing, is unlikely to find favor with the bench officers asked to decide coverage questions.

California Supreme Court Adopts 1:1 Ratio for Punitive Damages

On November 30, 2009, the California Supreme Court held in Roby v. McKesson Corporation, et al. that a punitive damage to compensatory damage ratio of one-to-one is the U.S. Constitutional maximum permissible under the Due Process Clause where the compensatory damage award is substantial.

Plaintiff Charlene Roby brought wrongful discharge and harassment claims against her former employer, McKesson Corporation ("McKesson"). The jury awarded her $3,511,000 in compensatory damages and $15 million in punitive damages. After finding that the appropriate compensatory award was approximately $1,900,000, the Supreme Court turned to whether the punitive damage award which had already been reduced to $2 million by the Court of Appeal was excessive.

The Court first analyzed the reprehensibility of McKesson's conduct through the following factors:

whether [1] the harm caused was physical as opposed to economic; [2] the tortious conduct evinced an indifference to or a reckless disregard of the health or safety of others; [3] the target of the conduct had financial vulnerability; [4] the conduct involved repeated actions or was an isolated incident; and [5] the harm was the result of intentional malice, trickery, or deceit, or mere accident."

The Court found that the first three factors were present.

In addressing the fourth factor, whether the conduct involved repeated actions or was an isolated incident, the Court found that the repeated harassment by a supervisor did not constitute repeated conduct by the corporate defendant. Likewise, the Court reasoned that the employer's adoption of a strict attendance policy that did not provide reasonable accommodations to employees who had disabilities constituted a single corporate act.  Therefore, the fourth factor was not present.

Similarly, the Court found that the fifth factor was lacking as there was no evidence that McKesson adopted the attendance policy with a purpose or motive to discriminate as opposed to failing to prevent foreseeable discriminatory consequences.

From the foregoing, the Court concluded that the reprehensibility was at the low end of the range of wrongdoing that can support an award for punitive damages.

After discussing the degree of reprehensibility of the employer's conduct, the Court turned to the question of the ratio between the compensatory award and the punitive award noting that the United States Supreme Court had

suggested that a ratio of one to one might be the federal constitutional maximum in a case involving, as here, relatively low reprehensibility and a substantial award of noneconomic damages . . ."

The Court also considered that civil penalties authorized in comparable administrative proceedings were tiny, $150,000, compared to the jury's punitive damage award.

Ultimately, the Supreme Court concluded that a one-to-one ratio between compensatory and punitive damages was the federal constitutional maximum allowed in a case such as this one where there was relatively low reprehensibility and a substantial compensatory damages award.  The Supreme Court's opinion reversed the Court of Appeal's decision which would have allowed a punitive award that was only slightly over the one-to-one ratio.