Can you ask for a second Independent Medical Exam (IME)? Under what circumstances?

 

What happens when a claimant refuses to attend a second IME?

Here’s a short and sweet unpublished opinion you should know about: Burke v. Pitney Bowes INC Long Term Disability Plan, 2010 Westlaw 3258596 (9th Cir. August 18, 2010) (pdf).

FACTS: Cara Burke sought disability benefits. She attended one IME and, based on the IME, her benefits were denied. She appealed and submitted lots more information from her treating physician who disagreed with the IME opinion.

So, the plan asked for a second IME to allow the examining physician to consider and respond to the treating physician’s rebuttal of the initial IME opinions.

The plan language: (1) allowed for periodic IMEs, and (2) expressly provided that refusal to attend an IME could be a basis for terminating benefits.

NINTH CIRCUIT: Denial of benefits for refusing to attend second IME UPHELD

 

RATIONALE:

  1. Even accounting for the structural conflict of interest, termination of benefits was not an abuse of discretion.
  2. It was reasonable for the plan to request a second IME to allow the IME physician to consider whether his opinions had changed in light of contrary submissions from the treating physician.
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Photo of Mike Reilly Mike Reilly

Mike Reilly is a nationally recognized labor, employment and employee benefits attorney, named one of the “Top 100 Most Powerful Employment Attorneys in the Nation” for the past five consecutive years by Human Resource Executive®. He has decades of experience providing strategic employment…

Mike Reilly is a nationally recognized labor, employment and employee benefits attorney, named one of the “Top 100 Most Powerful Employment Attorneys in the Nation” for the past five consecutive years by Human Resource Executive®. He has decades of experience providing strategic employment advice, and has represented clients in more than 75 jury trials, arbitrations, bench trials and claims before the EEOC and Washington State Human Rights Commission.

Small and large employers retain Mike for his strategic advice and decades of experience in employment issues and litigation, business decisions and litigation avoidance. Mike provides advice in claims involving discrimination, retaliation, wrongful discharge, disability accommodation, ERISA and non-ERISA employee benefit claims, and wage/hour claims. He served as lead counsel in an employee raiding/trade secret case as reported in the Wall Street Journal, and defends employers in class action claims.

Mike’s remarks on employment issues have been quoted in NewsweekCorporate Legal TimesSeattle TimesEmployee Relations Law JournalPuget Sound Business JournalCFO.com, and other professional journals and management publications. Chambers USA’s Guide to America’s Leading Lawyers for Businessrates Mike in the top ranking (band one) for his work in labor and employment law, and has described him as “one of Seattle’s top-rate attorneys” who is “truly phenomenal [with] superb legal instincts” and “an amazingly assertive litigator.” His clients include Nordstrom, Seattle Seahawks, Home Depot, KeyBank, Starbucks, Fred Hutchinson Cancer Research Center, Red Robin and Seattle Chamber of Commerce, among others.