Opinion ID: 797193
Heading Depth: 2
Heading Rank: 2

Heading: Meredith's Benefits Decision

Text: 14 We now turn to the merits of Meredith's denial of Kecso's claim for LTD benefits. See Rittenhouse v. United-Health Group Long Term Disability Ins. Plan, 476 F.3d 626, 629-32 (8th Cir.2007) (holding that the district court erred in applying de novo standard; proceeding to review the merits of the claim under an abuse-of-discretion standard). Under an abuse of discretion standard, the plan administrator's decision will be upheld if it was reasonable, that is, if it was supported by substantial evidence. If the decision satisfies this standard, it should not be disturbed even if another reasonable, but different, interpretation may be made. McGarrah v. Hartford Life Ins. Co., 234 F.3d 1026, 1031 (8th Cir.2000) (internal quotation omitted). Substantial evidence is more than a scintilla but less than a preponderance. Phillips-Foster v. UNUM Life Ins. Co. of Am., 302 F.3d 785, 794 (8th Cir.2002). Where the record reflects conflicting medical opinions, the plan administrator does not abuse his discretion in finding that the employee is not disabled. Smith v. Unum Life Ins. Co. of Am., 305 F.3d 789, 795 (8th Cir.2002) (internal quotation omitted). 15 Viewing the evidence in the light most favorable to Kecso, see Layes, 132 F.3d at 1251, Meredith did not abuse its discretion in determining that Kecso was not disabled under the plan. In order to be eligible for LTD benefits, Meredith's plan requires a finding that due to an illness or injury, Kecso was unable to perform the material duties of her regular occupation and would be unable to perform similar duties at any other employer. The only evidence suggesting that Kecso was unable to work can be found in Dr. Friedgood's statements in late 2003 and early 2004 that Kecso is limited by her affective and cognitive response to her brain tumor. She finds it difficult to function and can not work because of these symptoms and that she is disabled by her subjective complaints of headache, fatigue, cognitive complaint. Against this and in support of Meredith's determination, both Dr. Friedgood and Dr. Corey Raffel at the Mayo Clinic released Kecso to return to work without restrictions in early 2003. Dr. Friedgood subsequently certified that Kecso had no medical restrictions in March, May, August, October and December of 2003. In November 2003, Dr. Friedgood wrote to Kecso's primary physician that [Kecso] continues to complain of chronic fatigue and a number of sensory complaints, the exact etiology of which is unknown. In March 2004, in an effort to clarify Kecso's disability status, Meredith's corporate medical director conducted a telephone interview of Dr. Friedgood in which Dr. Friedgood admitted that Kecso had no medical restrictions and appeared to function well at home. Dr. Friedgood stated that he had no objections to Kecso's returning to work on a part-time basis. There is no evidence in the record explaining Dr. Friedgood's vacillating opinion, and the medical records from Kecso's late 2002 and early 2003 visits to the Mayo Clinic suggest that her tumor was not disabling. See Smith, 305 F.3d at 795 (Where the record reflects conflicting medical opinions, the plan administrator does not abuse his discretion in finding that the employee is not disabled.). Viewing the evidence in the light most favorable to Kecso and applying an abuse of discretion standard of review, we conclude that Meredith's decision to terminate Kecso's LTD benefits was reasonable in that it was supported by substantial evidence.