Opinion ID: 3050437
Heading Depth: 2
Heading Rank: 1

Heading: Howard’s Employment and the Plan

Text: Howard was employed at Fidelity National Financial, Inc. (“Fidelity”), as a Business Strategy Manager. Her job required her to sit for six hours per day, walk or stand for two hours per day, “frequently” lift up to 10 pounds, and “occasionally” lift between 10 and 20 pounds. Her occupation also required “full use of the upper extremities, such as with fingering and handling, computer use and typing.” R at 1001. While employed at Fidelity, Howard was a participant in the Fidelity National Financial Inc. Group Benefit Plan (the ERISA “Plan”), which Hartford issued, insured, and underwrote. Hartford also funded and administered the Plan. Under the terms of the Plan, a participant is entitled to receive long-term disability 1 29 U.S.C. §§ 1001-1461. 2 Case: 13-11619 Date Filed: 04/15/2014 Page: 3 of 16 (“LTD”) benefits if she meets the definition(s) of disability. 2 R at 30. For the first 24 months of a claimed disability, eligibility for long-term disability benefits is conditioned on a participant’s submission of proof that she was prevented by an illness or injury from performing, on a full-time basis, “one or more of the Essential Duties of [her] Occupation.” R at 55. “Essential Duty” is defined as “a duty that: 1. is substantial, not incidental; 2. is fundamental or inherent to the occupation; and 3. [cannot] be reasonably omitted or changed.” R at 55. According to the Plan terms, Hartford has “full discretion and authority to determine eligibility for benefits and to construe and interpret all terms and provisions of the [Plan].” R at 54.