United States Court of Appeals

For the Eighth Circuit

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No. 13-2543

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Rodney Waldoch

lllllllllllllllllllll Plaintiff - Appellant

v.

Medtronic, Inc.

lllllllllllllllllllll Defendant - Appellee

____________

 Appeal from United States District Court 

for the District of Minnesota - Minneapolis

____________

 Submitted: March 11, 2014

 Filed: July 9, 2014

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Before COLLOTON, SHEPHERD, and KELLY, Circuit Judges.

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SHEPHERD, Circuit Judge.

Rodney Waldoch sued his former employer Medtronic, Inc., alleging that

Medtronic improperly denied his claim for benefits under a long-term disability plan

(the Plan) governed by the Employment Retirement Income Security Act of 1974
(ERISA). The district court granted Medtronic’s motion for summary judgment. We

1

affirm.

I.

A.

Because this case arises from the grant of summary judgment, we recite the

facts in the light most favorable to Waldoch. See Eisenrich v. Minneapolis Retail

Meat Cutters & Food Handlers Pension Plan, 574 F.3d 644, 647 (8th Cir. 2009). 

Waldoch was a Senior Buyer-Planner for Medtronic from 2001 until his termination

in 2008. Waldoch has Type I Diabetes Mellitus. In 2004, Waldoch’s endocrinologist

wrote a letter to Medtronic advising that Waldoch’s diabetes control had become

aggravated due to substantial stress at work. The doctor recommended that

Waldoch’s workweek be reduced to 32 hours. At work, Waldoch struggled to

balance his health needs with his position’s demands. He battled fatigue and mood

swings and struggled with retinopathy, neuropathy, calf-tightening, hypertension,

hyperlipidemia, and carpal-tunnel syndrome. In 2005, Waldoch was diagnosed with

“hypoglycemia unawareness.” From 2006 to 2007, Waldoch’s work performance

declined significantly, and he began for the first time to receive low marks on his

performance evaluations. In 2007, another endocrinologist Dr. Montori, noted that

Waldoch had less glucose variability and had been achieving “good results.” 

Nevertheless, Dr. Montori noted that recent layoffs at Medtronic had affected

Waldoch’s stress levels and “his ability to cope with his disease.”

Waldoch’s work-related stress continued into 2008. Dr. Montori continued to

opine that Waldoch’s job obligations contributed to his overall stress. Waldoch’s

performance evaluations reflected his frustration and inability to interact with his coThe Honorable Joan N. Ericksen, United States District Judge for the District 1

of Minnesota.

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workers. Despite Waldoch’s efforts to manage his health and improve his work

performance, on November 24, 2008, he was terminated by Medtronic.

B.

Medtronic provided its employees a self-funded, self-administered long-term

disability plan. The Plan was “designed to provide benefits for qualifying disabilities

lasting longer than 26 weeks.” Benefits began when the employee “ha[s] been

Totally Disabled for 26 weeks in a rolling 12-month period” and “ha[s] provided

documentation satisfactory to Medtronic or its delegated claims administrator

providing that [the employee is] Totally Disabled.” The Plan defined “Total

Disability and Totally Disabled” as follows:

During the 26-week elimination period and during the first year that you

are receiving Long Term Disability Benefits, you are considered to be

Totally Disabled if you are under the care of a Physician and prevented

from performing each of the essential functions of your regular

occupation because of an illness or accidental injury and you are not

working at all. The one year period begins on the first day as of which

you have been approved to receive Long Term Disability Benefits.

To be considered Totally Disabled after this period of time, the illness

or accidental injury must prevent you from working at any occupation

for which you are, or could reasonably become, qualified by education,

training or experience, and you are not working at all.

As the definitions of Total Disability and Totally Disabled indicate, the Plan broke

up disability benefits into two categories: (1) “regular occupation” or as the parties

refer to it “own occupation” LTD benefits and (2) “any occupation” LTD benefits.

In order to obtain LTD benefits under the Plan, a Medtronic employee was

required to first submit an application to the Claims Administrator. The Claims

Administrator would render a decision and notify the employee of the outcome. The

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Plan provided that the Claims Administrator “may secure independent medical or

other advice and require such other evidence as it deems necessary to decide [a]

claim.” If a disability claim was denied, the employee retained the right to appeal the

Claims Administrator’s decision. Throughout the process, the employee retained the

responsibility to “provide medical evidence, satisfactory to Medtronic orits delegated

claims administrator” of the employee’s Total Disability.

As to the issue of discretionary authority, the Plan stated:

The Plan Administrator has complete and total discretionary authority

to interpret and administer the Plan. The Senior Vice President of

Human Resources, Vice President of Compensation and Benefits or

Director of U.S. Benefits, have the authority and responsibility to

interpret the Plan, make rules, determine eligibility for benefits,

determine coverage and benefit amounts, and resolve all claims and

disputes regarding the Plan. The decisions of the Senior Vice President

of Human Resources, Vice President of Compensation and Benefits or

Director of U.S. Benefits are final and binding on all persons. The

Senior Vice President of Human Resources, Vice President of

Compensation and Benefits or Director of U.S. Benefits may further

delegate any and all authority under the Plan as they deem appropriate.

Medtronic entered into a Long Term Disability Benefit Administration

Agreement (the Services Agreement) with Hartford-Comprehensive Employee

Benefit Service Company (Hartford). In the Services Agreement, Hartford agreed to

evaluate and calculate LTD benefits under the Plan. Moreover, the Services

Agreement included an “Appeal Assistance” section under which Hartford agreed to

assist Medtronic, “in a nonfiduciary capacity, with denied claims on appeal.” The

section specifically provided that Hartford did “not make final claim determinations

on appeal.” Instead, Hartford would merely provide Medtronic a recommendation. 

The Services Agreement emphasized that Hartford only acted as a provider of

services to Medtronic’s Plan. Hartford did not “insure [Medtronic’s] Plan in any

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way,” was “not a fiduciary,” and disclaimed any responsibilities to performany of the

functions required by ERISA.

To summarize Medtronic’s review procedures, Hartford collected and

processed LTD benefit applications and made the initial, benefit-eligibility

determination. If the plan participant was unhappy with Hartford’s decision, then the

participant retained the right to appeal the decision to Medtronic. On appeal,

Hartford considered the participant’s argument, conducted further investigation if

required, and recommended action for Medtronic to ultimately take. Medtronic

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exercised final authority to determine the outcome of any contested benefit claims.

C.

Waldoch filed his claim for LTD benefits with Medtronic on July 27, 2009. 

Waldoch attached to his application for LTD benefits Dr. Montori’s assessment of his

condition. Dr. Montori opined that Waldoch had no physical restrictions, but that he

could not engage in predictable ongoing activity, of any type, without disruption by

variation in his blood sugar. In a supplemental report, Dr. Montori stated that

Waldoch needed to “self-monitor frequently and be vigilant with his sugar levels.” 

Though the cause of the variations was “somewhat unclear,” Dr. Montori noted that

blood sugar variability can lead to unexpected hypoglycemia, which in turn can alter

concentration, mood, cognition, and judgment.

Hartford denied Waldoch’s claim for LTD benefits in August 2009, reasoning

that Waldoch failed to produce evidence that he was disabled prior to his termination

date. In February 2010, Waldoch appealed the decision to Medtronic. Waldoch

submitted additional doctors’ notes with his appeal, and Hartford retained Drs.

In a letter sent to Waldoch in June 2011, Hartford incorrectly indicated that 2

it was acting as insurer and fiduciary on Waldoch’s claim. This mistake was

corrected shortly after in a July 2011 follow-up letter.

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Goldman and Fordan to review the file. Dr. Fordan, who was board certified in

Internal Medicine, Endocrinology, Diabetes, and Metabolism, concluded that

Waldoch’s only evidence of impairment stemmed from his own self-reporting. 

Moreover, according to Dr. Fordan, Waldoch attributed the changes in his personality

to his fluctuating blood sugar, but, Waldoch failed to rebut the converse, that “his

blood sugars fluctuate due to his behavior.” Nevertheless, in June 2010, Medtronic

overruled Hartford’s recommendation to completely deny benefits and determined

that Waldoch was entitled “own occupation” LTD benefits. Because of the stress

inherent in Waldoch’s position at Medtronic, Medtronic determined that “ownoccupation” benefits were justified. Medtronic determined that further investigation

was required before a decision on “any occupation” LTD benefits could be made.

Hartford began its additional review by requesting an employability analysis

report (EAR) to determine other potentially compatible positions for which Waldoch

was qualified. The EAR identified 5 occupations within the “closest” level, 38

occupations within the “good” level, 107 occupations within the “fair” level, and 95

occupations within the “potential” level. Hartford also retained Dr. Meikle, an

endocrinologist, to review Waldoch’s medicalrecords from2004 to 2010. According

to Dr. Meikle, Waldoch was at minimal risk for hypoglycemia and his hypoglycemia

awareness was good. In the meantime, in September 2010, Waldoch informed

Hartford that the Social Security Administration (SSA) had approved his disability

claim. The SSA afforded the opinions of Waldoch’s treating physicians controlling

weight to reach its decision that Waldoch did not have the ability to sustain work

activity for eight hours a day, five days a week. Nevertheless, in October 2010, based

on the EAR and Dr. Meikle’s review, as well asthe earlier reviews performed by Drs.

Fordan and Goldman, Hartford denied Waldoch’s “any occupation” LTD claim. 

Hartford acknowledged Waldoch’s diabetes but reasoned that work stressors

appeared to be driving Waldoch’s overall decline in health.

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Once again Waldoch appealed Hartford’s denial to Medtronic, this time,

appealing Hartford’s denial of “any occupation” LTD benefits. Along with his

appeal, Waldoch submitted assessments from Drs. Montori, Kudva, and Seaquist. 

Waldoch’s doctors disagreed with Hartford’s doctors. Waldoch’s doctors reasoned

that Waldoch was unable to predict the occasion and severity of his hypoglycemic

episodes. Dr. Seaquist contended that Waldoch’s hypoglycemia could produce

symptoms of fatigue and make it difficult for him to concentrate. Hartford responded

to Waldoch’s appeal by retaining an additional reviewing doctor, Dr. Cooper. Dr.

Cooper believed that Waldoch could function in a low stress, “sympathetic”

workplace. He concluded that Waldoch could operate in an environment with access

to carbohydrates for snacking and freedom to take frequent breaks.

On August 16, 2011, Hartford recommended in an email to Medtronic that

Medtronic should uphold the denial of Waldoch’s “any occupation” LTD claim. 

Attached to the email was a four-page executive summary highlighting Waldoch’s

arguments and Hartford’s responsesto each argument. App. 1179-82. The next day,

Hartford shipped Waldoch’s medicalrecords to Medtronic. On August 18, Medtronic

responded to Hartford’s recommendation: “We agree with the recommendation to

uphold the denial.” App. 1175. Waldoch was informed by Hartford that his claim

has been denied, and Waldoch requested that Hartford reconsider its decision,

contending that Dr. Cooper failed to address a second assessment performed by Dr.

Seaquist. At Medtronic’s request, Hartford instructed Dr. Cooper to address the

assessment. Dr. Cooper complied with the request but did not change his position. 

Hartford relayed the information to Medtronic. On November 28, 2011, Waldoch

was informed that Medtronic had upheld its decision to deny Waldoch’s claim for

“any occupation”LTDbenefits. With the administrative process exhausted, Waldoch

filed this suit July 6, 2012.

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II.

We review de novo the district court’s grant of summary judgment. Eisenrich,

574 F.3d at 647. The ultimate question in this appeal is whether Medtronic violated

ERISA by improperly denying Waldoch’s claim for “any occupation” LTD benefits. 

In order to answer this question, we must first determine the proper standard of

review. The district court reviewed Medtronic’s denial of benefits for abuse of

discretion. “We review de novo whether the district court applied the correct

standard of review” to assess the plan administrator’s decision. Siegel v. Conn. Gen.

Life Ins. Co., 702 F.3d 1044, 1048 (8th Cir. 2013). We agree with the district court

that the abuse-of-discretion standard applies, and we hold that Medtronic did not

abuse its discretion. 

A.

A plan administrator’s denial of ERISA benefits is reviewed de novo “unless

the benefit plan gives the administrator or fiduciary discretionary authority to

determine eligibility for benefits or to construe the terms of the plan.” Firestone Tire

& Rubber Co. v. Bruch, 489 U.S. 101, 115 (1989). If the plan grants such

discretionary authority, then the plan administrator’s decision is reviewed for abuse

of discretion. King v. Hartford Life & Acc. Ins. Co., 414 F.3d 994, 998-99 (8th Cir.

2005) (en banc). Here, the Plan states that “[t]he Plan Administrator has complete

and total discretionary authority to interpret and administer the Plan.” This language

issufficient to trigger the abuse-of-discretion standard. See McKeehan v. Cigna Life

Ins. Co., 344 F.3d 789, 792 (8th Cir. 2003).

Waldoch does not contest this point. Instead, he asserts that procedural

irregularities in Medtronic’s review render the abuse-of-discretion standard

inappropriate. In response to similar allegations made before the district court,

Medtronic supplemented the record with evidence demonstrating its claims-handling

process. Waldoch filed a motion to strike the additional evidence, which was

overruled by the district court. Before considering whether the alleged procedural

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irregularities exist, we consider whether the district court erred in overruling

Waldoch’s motion to strike.

1.

We review the district court’s ruling on Waldoch’s motion to strike for abuse

of discretion. See Jones v. ReliaStar Life Ins. Co., 615 F.3d 941, 945 (8th Cir. 2010);

accord Eugene S. v. Horizon Blue Cross Blue Shield of N.J., 663 F.3d 1124, 1129

(10th Cir. 2011). Generally “a reviewing court ‘must focus on the evidence available

to the plan administrators at the time of their decision and may not admit new

evidence or consider post hoc rationales.’” See King, 414 F.3d at 999 (quoting

Conley v. Pitney Bowes, 176 F.3d 1044, 1049 (8th Cir. 1999)). Because our review

in casesin which an ERISA plan grantsthe plan administrator discretionary authority

focuses on whether the administrator’s decision was “supported by . . . substantial

evidence in the materials considered by the administrator,” see id., limiting the record

on appeal to the record before the plan administrator is logical, see Murphy v.

Deloitte & Touche Grp. Ins. Plan, 619 F.3d 1151, 1159 (10th Cir. 2010) (“Because

the administrator must base its decision on the materials included in the

administrative record, a district court would have no justification for concluding that

an administrator abused its discretion by failing to consider materials never submitted

to it for inclusion in the administrative record.”). This general rule, however, is

relaxed when evidence is admitted for the limited purpose of determining the proper

standard of review. See Farley v. Ark. Blue Cross & Blue Shield, 147 F.3d 774, 776

& n.4 (8th Cir. 1998).

Here, the district court admitted the affidavit of Medtronic’s principal benefits

analyst Laura Erchul along with the exhibits attached. This evidence helped

illuminate the interaction between Hartford and Medtronic throughout the handling

of Waldoch’s claim. Medtronic did not offer the evidence to demonstrate a new

rationale for denying Waldoch’s claim. Cf. King, 414 F.3d at 999. Instead,

Medtronic was merely responding toWaldoch’s allegations of proceduralirregularity,

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which were urged for the first time before the district court, and the court admitted

the evidence in order to fully understand Medtronic’s internal processes. While

remaining cognizant of the need to limit drawn out discovery to promote ERISA’s

goal of “inexpensively and expeditiously” resolving disputes, see Perry v. Simplicity

Eng’g, 900 F.2d 963, 967 (6th Cir. 1990), we hold that the district court did not abuse

its discretion by admitting Medtronic’s supplemental evidence for the limited purpose

of determining the proper standard of review.

2.

With the aid of Erchul’s affidavit and the exhibits attached to it, we consider

Waldoch’s argument that procedural irregularities rendered the abuse-of-discretion

standard inappropriate. Minor procedural defects in the review process do not carry

significant weight in our review of a plan administrator’s decision to deny benefits. 

See Trs. of Electricians’ Salary Deferral Plan v. Wright, 688 F.3d 922, 927 (8th Cir.

2012). To alter the standard of review or affect our review under the abuse-ofdiscretion standard, a procedural irregularity must rise to the level of a “‘serious

3

breach of the plan trustee’s fiduciary duty to the plan beneficiary.’” Menz v. Procter

& Gamble Health Care Plan, 520 F.3d 865, 869 (8th Cir. 2008) (quoting Buttram v.

Cent. States, Se. & Sw. Areas Health & Welfare Fund, 76 F.3d 896, 900 (8th Cir.

In Woo v. Deluxe Corp., our circuit held that a less deferential standard of

3

review applies when “(1) a palpable conflict of interest or a serious procedural

irregularity existed, which (2) caused a serious breach of the plan administrator’s

fiduciary duty.” 144 F.3d 1157, 1160 (8th Cir. 1998). The Supreme Court in

Metropolitan Life Insurance Co. v. Glenn, 554 U.S. 105, 115-17 (2008), in part

abrogating Woo, held that a conflict of interest should be analyzed as a factor under

the abuse-of-discretion standard instead of changing the standard from abuse of

discretion to a less deferential standard. Our circuit has not definitively resolved the

impact of Glenn on the “procedural irregularity component of the Woo sliding scale

approach.” See Wrenn v. Principal Life Ins. Co., 636 F.3d 921, 924 n.6 (2011). We

need not resolve this issue here because Waldoch has failed to establish that any

procedural irregularities exist in this case.

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1996)). The procedural error must leave “the court with serious doubts asto whether

the result reached was the product of an arbitrary decision or the plan administrator’s

whim.” Buttram, 76 F.3d at 900; see also Wright, 688 F.3d at 927.

Waldoch’s procedural irregularity argument is twofold. Waldoch begins by

relying on McKeehan v. Cigna Life Insurance Co., 344 F.3d 789 (8th Cir. 2003). In

McKeehan, the plan granted discretionary, decision-making authority to the plan

sponsor, but the claim administrator purported to act as final decision-maker on the

claim at issue. See id. at 792-93. Because the record did not establish that the claim

administratorwas granted discretionary, decision-making authority, the court held the

claim administrator’s decision to deny benefits should have been reviewed de novo. 

Id. Waldoch contendsthat Hartford, not Medtronic, acted asthe final decision-maker

on his claim. Because Hartford was not granted any authority to make final benefit

determinations, its denial decision should not be reviewed for abuse of discretion. 

Waldoch then turns his attention to Medtronic’s review. According to Waldoch, none

of the three individuals listed in the Plan—the Senior VP of HR, VP ofCompensation

and Benefits, or Director of U.S. Benefits—reviewed his claim. More broadly,

Waldoch asserts that Medtronic failed to conduct a meaningful review of his claim,

merely “rubber-stamping” Hartford’s decision and thus failing to comply with the

“full and fair review” required by 29 U.S.C. § 1133(2). To sum up Waldoch’s

position, first, Hartford reviewed and denied his claim, but the Plan did not vest

Hartford with such authority. Second, although the Plan granted Medtronic complete

discretionary authority to make final benefit determinations, Medtronic never

exercised that authority. He argues that because the only entity that exercised

authority lacked it, de novo review is proper. We disagree with Waldoch.

First, Medtronic’s argument for the abuse-of-discretion standard does not

depend on Hartford’s authority. Unlike McKeehan, Hartford did not assert it was

acting as the final decision-maker. The proper focus of this case is not on Hartford’s

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status, but rather whether Medtronic complied with the Plan’s review procedures and

whether those procedures are sufficient under ERISA.

Second, the record indicates that Medtronic sufficiently reviewed Waldoch’s

claim and rendered the final decision to deny benefits. Assuming that Medtronic’s

Plan required one of the three listed individuals to be directly involved in each claim,

Medtronic satisfied this requirement. Medtronic produced evidence showing that

throughout Waldoch’s claims process Medtronic’s claims analyst Lauren Erchul

reported directly toRoger Chizek, Medtronic’s Director of U.S. Benefits. In Erchul’s

affidavit, she declared that “Mr. Chizek made the final decision to grant Mr.

Waldoch’s ‘own occupation’ LTD claim in June 2010 and to deny Mr. Waldoch’s

‘any occupation’ LTD claim in August 2011 and November 2011.” App. 1452. 

Attached to the affidavitwere emails between Erchul and Hartford’s benefits analysts. 

Specifically, as to the “any occupation” LTD claim, Medtronic produced an email

dated August 16, 2011, from Hartford to Erchul, stating that Hartford still

recommended upholding the denial and an email dated August 18, 2011, from Erchul

back to Hartford, stating that Medtronic agreed with the decision. App. 1175, 1480. 

This email chain, in conjunction with Erchul’s affidavit, allays any concern that the

proper individuals at Medtronic were isolated from the final decision on Waldoch’s

claim.

More broadly, Medtronic satisfied its obligation to conduct a meaningful

review and render a final decision. Medtronic was permitted to delegate claims

processing functions to Hartford and rely on Hartford’s reasoning without

compromising its obligation to provide a “full and fair review.” The McKeehan court

recognized that a plan administrator may hire a third party “to perform ministerial

claims processing functions.” See McKeehan, 344 F.3d at 792; see also 29 C.F.R. §

2509.75-8, at D-2; Geddes v. United Staffing Alliance Emp. Med. Plan, 469 F.3d 919,

925 (10th Cir. 2006) (reasoning that a plan administrator’s inherent discretion to

delegate “is confirmed and extended when the authority to delegate is explicitly

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mentioned in the [plan]”). Consistent with the claims processing function recognized

in McKeehan, Hartford processed benefit applications and rendered an initial decision

on claims. If the plan participant appealed a claim denial, Hartford recommended a

decision to Medtronic. But, the final decision was Medtronic’s to make.

Medtronic’s August 18, 2011 email to Hartford encapsulates thisrelationship. 

That email reflects Medtronic’s recognition both that Hartford had recommended

action and that Medtronic was obligated to render the final decision, which it did. Cf.

Shelby Cnty. Health Care Corp. v. Majestic Star Casino, 581 F.3d 355, 365-67 & n.3

(6thCir. 2009) (reasoning that abuse-of-discretion review wasimproper because plan

administrator played no role in the final decision to deny benefits). In addition,

Medtronic had on occasion exercised its authorityover Hartford by directing Hartford

to change its recommended course of action. On Waldoch’s earlier appeal of “own

occupation” LTD benefits, Medtronic rejected Hartford’s recommendation to uphold

its denial. Likewise, in response to Waldoch’s request for reconsideration of the final

“any occupation” decision, Medtronic instructed Hartford to have Dr. Cooper

supplement his report to fully address Dr. Seaquist’s opinions. As final decisionmaker, Medtronic was permitted to rely on Hartford’s analysis to reach its decision

without having to duplicate Hartford’s work. See McKeehan, 344 F.3d at 792. A

plan administrator hires a claims administrator to streamline benefits review and add

expertise to a process that can impose burdensome requirements. Requiring a plan 4

administrator to duplicate the claim administrator’s efforts would negate many of the

benefits of hiring a third-party expert. Before rendering its final decision, Medtronic

received a four-page, executive summary from Hartford along with Waldoch’s

medical history. We have no reason to believe that Medtronic did not consider this

information prior to rendering its decision.

In the Services Agreement, Hartford estimated that the Plan covered 25,000

4

eligible employees and that it would manage 170 claims.

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To conclude, the Plan provided Medtronic with “complete and total

discretionary authority to interpret and administer” its provisions. This language is

sufficient to trigger a deferential abuse-of-discretion standard ofreview, and Waldoch

has failed to establish a procedural irregularity that would alter thisstandard or weigh

in our consideration under it. We now consider whether Medtronic abused its

discretion.

B.

Our review for abuse of discretion examines whether the plan administrator’s

decision “‘was supported by substantial evidence, meaning more than a scintilla but

less than a preponderance.’” Midgett v. Wash. Grp. Int’l Long Term Disability Plan,

561 F.3d 887, 897 (8th Cir. 2009) (quoting Schatz v. Mut. of Omaha Ins. Co., 220

F.3d 944, 949 (8th Cir. 2000)). A decision “supported by a reasonable explanation

. . . should not be disturbed, even though a different reasonable interpretation could

have been made.” Id. (internal quotation marks omitted). Though we afford a plan

administrator’s decision great deference, an administrator cannot simply ignore

relevant evidence or “‘arbitrarily refuse to credit a claimant’s reliable evidence.’” See

Wilcox v. Liberty Life Assurance Co., 552 F.3d 693, 701 (8th Cir. 2009) (quoting

Black & Decker Disability Plan v. Nord, 538 U.S. 822, 834 (2003)).

Waldoch’s primary complaint is that Medtronic ignored material evidence in

denying his claim. According to Waldoch, Medtronic failed to consider the impact

his blood sugar variability and hypoglycemia unawareness had on his cognitive and

behavioral functions. He argues that Medtronic focused its questions to its reviewing

physicians and its own inquiry on only the physical limitations his diabetes imposed. 

Waldoch asserts that his frequent blood sugar variability caused his irritability,

anxiousness, inability to focus, and fatigue, and these conditionsrendered himunable

to work.

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The administrative record does notsupport Waldoch’s portrayal of Medtronic’s

review. Hartford acknowledged that Waldoch’s medical records indicated a

fluctuation in blood sugar and instances of hypoglycemia unawareness. See, e.g.,

App. 1214. This evidence justified Waldoch’s “own occupation” LTD claim. But,

Medtronic’s position throughout the appeal was that Waldoch failed to show that his

blood sugar variability caused his cognitive and behavioral limitations, which in turn

rendered him completely unable to work. Medtronic requested Drs. Fordan, Mielke,

and Cooper to consider whether Waldoch’s reports of unpredictable episodes of low

blood sugar would render him unable to work. Dr. Fordan found Waldoch’s claims

to be unsupported and opined that “stressors from work are affecting his diabetes

control, not the other way around.” App. 1320. Dr. Cooper similarly found

Waldoch’s subjective reports to be supported by clinical evidence and noted that

reasonable accommodations could be made at work to account for daily episodes of

hypoglycemia. App. 1338, 1340-41. Even Dr. Kudva, one of Waldoch’s physicians,

indicated that Waldoch could function with significant accommodations in a

“sympathetic workplace.” App. 1336. In the end, Medtronic was not persuaded that

Waldoch established his reported non-physical symptoms entitled him to “any

occupation” LTD benefits. After considering all of the evidence, Medtronic was

entitled to make this decision, see McGee v. Reliance Standard Life Ins. Co., 360

F.3d 921, 925 (8th Cir. 2004) (“It is not unreasonable for a plan administrator to deny

benefits based upon a lack of objective evidence.”), even though a different decision

could have been made, see Midgett, 561 F.3d at 897.

Waldoch’s remaining arguments also lack merit. Waldoch contends that

Medtronic should have given more weight to the ALJ’s findings in the SSA

proceeding. Hartford recognized Waldoch’s SSA award as relevant evidence, but

Medtronic and Hartford concluded that the SSA decision was not controlling. 

Because SSA disability awards are not binding on ERISA plan administrators, we

find no error in Medtronic’s actions. See Coker v. Metro. Life Ins. Co., 281 F.3d 793,

798 (8th Cir. 2002). Waldoch also argues Hartford’s EAR was flawed. He contends

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that the positions listed were too similar to his position at Medtronic and thus would

create similar stress-induced problems. We see no flaw in Medtronic relying on the

EAR to conclude that Waldoch could obtain a position similar to his at Medtronic in

a lower-stress, sedentary environment. In fact, the results from the EAR constituted

additional evidence supporting its denial of benefits. See Green v. Union Sec. Ins.,

646 F.3d 1042, 1052 (8th Cir. 2011).

Our role in reviewing for abuse of discretion is not to “weigh the evidence

anew” and render a decision. Id. at 1053. We only ask whether a reasonable person

could reach the decision Medtronic reached and whether the decision was supported

by substantial evidence in the record. See Midgett, 561 F.3d at 897. Under this

standard, we agree with the district court that Medtronic did not abuse its discretion

in denying Waldoch’s claim for “any occupation” LTD benefits.

III.

The judgment of the district court is affirmed.

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