Opinion ID: 1983378
Heading Depth: 1
Heading Rank: 2

Heading: The Board's Determination

Text: Douglas also contends that he presented sufficient evidence to establish that he was disabled prior to his termination and that the Board's finding to the contrary is not supported by substantial evidence on the record. Title 5 M.R.S.A. § 17921(1)(B) (Supp.1994) provides in part: 1. Disabled. Disabled means that the member is mentally or physically incapacitated under the following conditions: B. That it is impossible to perform the duties of the member's employment position; (Emphasis added). In accordance with the Maine Administrative Procedures Act, 5 M.R.S.A. § 11007(4)(C)(5) (1989 & Supp.1994), we ordinarily review an administrative agency's findings of fact to determine whether they are supported by substantial evidence on the whole record. However, Douglas had the burden of persuading the Board by a preponderance of the evidence that he was disabled within the meaning of the statute. When an agency concludes that the party with the burden of proof failed to meet that burden, we will reverse that determination only if the record compels a contrary conclusion to the exclusion of any other inference, cf. Foley v. Adam, 638 A.2d 718 (Me.1994); Butler v. Hardy, 576 A.2d 202 (Me.1990); Gonthier v. Horne, 576 A.2d 745 (Me.1990), and hence, in the language of the Maine Administrative Procedures Act, the Board's failure to be persuaded was arbitrary or capricious. See 5 M.R.S.A. 11007(4)(C)(6) (1989 & Supp. 1994). The evidence showed the following: Douglas's general laborer position included a variety of tasks; the job description permitted individuals in that position to retain that position while able to perform some but not all of those tasks; Douglas continued to perform some of the tasks required of a general laborer; and Douglas did not take any sick leave during the last months of his employment. Furthermore, there is no indication that his employer considered his performance inadequate during this same period; and a physician's entry in Douglas's medical records less than one month prior to his layoff indicated that Douglas's condition was improving with medication. Although there was evidence that because of his physical condition Douglas sought to perform only the less taxing aspects of his position, Douglas presented little else to support his claim that it had become impossible for him to perform the duties of a general laborer before his termination. The record did not compel the Board to reach a contrary result. Its failure to be persuaded was not arbitrary or capricious. The entry is: Judgment affirmed. All concurring.