Task: Wrong Candidate Generation
Input (English): F.2d 1180 (3d Cir.1985), we held that ACME Scale & Supply met the ERISA definition of fiduciary as an employer-administrator of the plan at issue. Id. at 1184. We found that the employer exercised discretionary authority and control in managing the plan by notifying certain employees when they were eligible for an increase in life insurance coverage not explained in the terms of the plan. Id. at 1184-85. The employer’s failure to notify all employees generally was deemed a breach of the fiduciary duty ERISA imposes. Id. at 1185-86. See also Fischer v. Philadelphia Elec. Co., 994 F.2d 130, 133 (3d Cir.1993) (finding employer to have fiduciary status solely on the basis of its role as plan administrator under ERISA); Hozier v. Midwest Fasteners, Inc., 908 F.2d 1155, 1158 (3d Cir.1990) (<HOLDING>). ERISA makes clear that a fiduciary is one 
 Holding statements: (A) holding that when employers serve as plan administrators they assume the role of fiduciary under erisa (B) holding that unlike the social security disability program erisa does not require plan administrators to give special deference to the opinions of treating physicians and noting that there are critical differences between the two programs that nothing in erisa requires employers to establish employee benefit plans and that erisa does not mandate what kind of benefits employers must provide if they choose to have such a plan quotations omitted (C) holding that because an erisa plan is not a participant beneficiary or fiduciary subject matter jurisdiction did not exist under  502e of erisa over a suit brought by such a plan (D) recognizing that benefit plans must designate a fiduciary to serve as the plan administrator (E) recognizing that plan participants should be able to access information about the plan administrators fiduciary duties from the plan administrators counsel
Output (English): holding that unlike the social security disability program erisa does not require plan administrators to give special deference to the opinions of treating physicians and noting that there are critical differences between the two programs that nothing in erisa requires employers to establish employee benefit plans and that erisa does not mandate what kind of benefits employers must provide if they choose to have such a plan quotations omitted