Update on Colorado Appellate Decisions in Workers' Compensation Law
Publication year | 2002 |
Pages | 119 |
2002, January, Pg. 119. Update on Colorado Appellate Decisions In Workers' Compensation Law
Vol. 31, No. 1, Pg. 119
The Colorado Lawyer
January 2002
Vol. 31, No. 1 [Page 119]
January 2002
Vol. 31, No. 1 [Page 119]
Specialty Law Columns
Workers' Compensation Report
Update on Colorado Appellate Decisions In Workers' Compensation Law
by Ralph Ogden
Workers' Compensation Report
Update on Colorado Appellate Decisions In Workers' Compensation Law
by Ralph Ogden
This article addresses the exclusivity rule as applied to
sexual harassment claims; work performed at qualified
residences; apportionment and causality issues; and specific
versus general penalties. It also discusses a district court
case addressing constitutionality of some IME provisions
The article was written by Ralph Ogden of Wilcox & Ogden
Denver - (303) 399-5005
The author represented Sondra Holliday in Holliday v. Bestop,
Inc., 23 P.2d 700 (Colo. 2001), and also was co-counsel (with
Shelley Dodge) for the plaintiffs in Smith v. Whiteside,
Denver Dist. Ct. 00CV9120, both of which are discussed in
this article.
This article is an update of recent decisions from the
Colorado Court of Appeals and the Colorado Supreme Court
regarding workers' compensation issues. A previous update
was published in the August 2001 issue on page 105.
Compensability
In Horodyskyj v. Richard Karanian,1 the plaintiff worked as
an apprentice electrician for Argus Electric Service. He sued
Argus and Richard Karanian, who also was the owner and
president, for sexual harassment amounting to battery,
intentional infliction of emotional distress, invasion of
privacy, and other similar torts. The Court of Appeals held
that: (1) co-employee immunity and the exclusivity bar of the
Workers' Compensation Act ("Act") were
affirmative defenses that could be waived; (2) the alleged
intrusive physical touching and offensive comments by the
company president occurred in the course of Horodyskyj's
employment; (3) sexual harassment did not fall into the
category of inherently private misconduct and therefore arose
out of the employment relationship; (4) the harassing
employee was not entitled to co-employee immunity because he
acted with personal animus; and (5) "[t]o the extent
that Ferris v. Bakery, and Stamper v. Hiteshew, are
inconsistent with . . . [these] conclusion[s], we decline to
follow these decisions."2 (Citations omitted.)
The Colorado Supreme Court granted certiorari to consider
whether the Court of Appeals erred in holding that sexual
harassment claims against the employer were barred by the
exclusivity provisions of the Act, and then reversed.3 The
Court held that "in the usual case, injuries resulting
from workplace sexual harassment do not arise out of an
employee's employment for purposes of the Workers'
Compensation Act. . . . [The Act] was not intended to cover
injuries resulting from the usual case of workplace sexual
harassment."4
The Court first noted that in Popovich v. Irlando5 and In re
Question Submitted by United States Court of Appeals
(Tolbert),6 it had articulated a test for determining whether
injuries arise out of employment for purposes of the Act, but
that "[c]onflicting interpretations of this test in
several recent decisions by the Court of Appeals . . . have
created a split of authority in this area of the law."
Although it identified those "conflicting"
decisions, the Court did not specifically approve or reject
any of them and, instead, discussed the correct rule for
making these determinations.
The Supreme Court discussed the "willful assault"
tests discussed in both Popovich and Tolbert and then
distinguished both cases: ". . . neither of those two
cases addressed the issue raised here, namely, whether an
employer can be held liable for tort damages based on sexual
harassment where the parties have not conceded that the
co-employee's allegedly harassing acts were
neutral."7 In other words, where the allegedly harassing
conduct is not neutral, and where it is targeted against the
plaintiff, neither Tolbert nor Popovich contains the
dispositive holding.
The Court then rejected as being "unsound" the
Court of Appeals' application of the "friction and
strain" doctrine. The lower court had reasoned that in
cases where the parties are acquainted with each other only
through their employment, any injury resulting from a dispute
between them arises out of employment because "work
brought the employees together and created the relation and
conditions resulting in the dispute."8 This reasoning
was unsound, according to the Supreme Court,
. . . because it broadens the scope of coverage under the Act
by eliminating the causality requirement needed for an injury
to arise out of the employment. The nexus requirement is
eroded where the test is improperly framed as "but for
the bare existence of the employment" rather than
"but for the conditions and obligations of
employment." . . . The mere fact that two employees met
through their employment is not enough to cause offensive
on-the-job conduct between them to fall within the
"friction and strain" of the job. As a matter of
policy, sexual harassment is not a risk inherently connected
to the employment relationship. The Tolbert dicta does not
apply here.9
The Court also discussed the three categories of assault that
it had identified in Tolbert, Popovich, and a number of other
cases, and reiterated that ". . . an injury is
compensable under the Act as long as it is triggered by a
neutral source that is not specifically targeted at a
particular employee and would have occurred to any person who
happened to be in the position of the injured employee at the
time and place in question. . . . [H]owever, employee claims
are not barred by the exclusivity provisions if the assault
originates in matters personal to one or both of the
parties." The Court concluded this part of its opinion
by stating that ". . . sexual harassment ordinarily does
not fall into either category of assaults that are
compensable under the Workers' Compensation Act. Acts of
harassment are highly personal and, except in the most
unusual cases like Tolbert, will fall into the category of
inherently private assaults that 'd[o] not arise out of
the employment under any test.'"10
This reasoning also might be applied to other assaults that
involve some inherently private dispute between the parties
but are inflicted in the course of employment - that is,
within the time and place limits of the employment
relationship and during an activity connected with the
employee's job-related functions. However, the Court did
not discuss how conduct such as sexual harassment, which is
personal to one or both parties, could subject an employer to
liability under a theory of respondeat superior, which
generally subjects the principal to liability for conduct of
the agent that is in the scope and course of the agency
relationship. Although the Court seemed to assume that at
least in harassment cases, such liability exists, the issue
was not one on which it granted certiorari and therefore will
remain undecided for the time being.
In the last part of its decision, the Court discussed the
public policies behind state and federal anti-discrimination
statutes, and held that these policies also mandated the
exclusion of these claims from the purview of the Act:
". . . in the typical case to bar a sexual harassment
claim under the exclusivity provisions of the Workers'
Compensation Act would be to thwart the strong public
policies against sexual harassment. It would ignore the
reality that many injuries stemming from sexual harassment
will not result in any disability for which workers'
compensation is available, leaving those victims without a
remedy."11
The Court concluded by holding that "cumulative remedies
[in addition to those provided by state and federal statutory
law], such as common-law claims, are available to victims of
sexually discriminatory conduct in the workplace."12
Thus, a worker victimized by such conduct may bring both
statutory and common law claims for redress without running
afoul of the exclusivity provisions of the Act.
Thornbury v. Allen (Thornbury II)13 is the second appeal in
this case involving the qualified residence provisions of CRS
§ 8-41-402(1) and the statutory employer provisions of CRS §
8-41-401(1).14 Thornbury was injured when she attempted to
clean and then inspect glass shelving in Allen's
condominium unit. Allen owned this unit and rented it out
through VRI of Colorado, which agreed as part of the rental
agency agreement to provide housecleaning services. These
services were performed by VRI's employees such as
Thornbury.
Thornbury sought and received workers' compensation
benefits from VRI. She sued Allen for negligence in a
separate proceeding, and Allen defended under the
"qualified residence" and statutory employer
sections of the Act. CRS § 8-41-402(1) provides, in pertinent
part:
[The Act] shall not apply to the owner or occupant, or both
of residential real property which meets the definition of a
"qualified residence" under section 163(h)(4)(A) of
the Federal "Internal Revenue Code of 1986" as
amended, who...
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