context: The extent to which the benefits administrator must exercise discretion in the discharge of his duties is likewise a significant factor in determining a question of ERISA preemption because it is indicative of the complexity of the benefit program.
citation_a.signal: see also
citation_a.identifier: 71 F.3d 455, 455
citation_a.parenthetical: holding benefit program that entailed a "purely mechanical determination of eligibility" and did not require any discretionary judgment on the part of the administrator was not an ERISA plan
citation_a.sentence: See O’Connor, 251 F.3d at 267 (“The determination of what constitutes an ERISA plan thus turns most often on the degree of an employer’s discretion in administering the plan.”); Bogue, 976 F.2d at 1323 (ruling that a plan requiring “case-by-case, discretionary application” of the terms required an administrative scheme, and thus brought the benefits plan within the scope of ERISA even though the term of the employer’s obligation to pay was short and the number of participants was small); see also Rodowicz, 192 F.3d at 171; Belanger, 71 F.3d at 455 (holding benefit program that entailed a “purely mechanical determination of eligibility” and did not require any discretionary judgment on the part of the administrator was not an ERISA plan).
citation_b.signal: see
citation_b.identifier: 976 F.2d 1323, 1323
citation_b.parenthetical: ruling that a plan requiring "case-by-case, discretionary application" of the terms required an administrative scheme, and thus brought the benefits plan within the scope of ERISA even though the term of the employer's obligation to pay was short and the number of participants was small
citation_b.sentence: See O’Connor, 251 F.3d at 267 (“The determination of what constitutes an ERISA plan thus turns most often on the degree of an employer’s discretion in administering the plan.”); Bogue, 976 F.2d at 1323 (ruling that a plan requiring “case-by-case, discretionary application” of the terms required an administrative scheme, and thus brought the benefits plan within the scope of ERISA even though the term of the employer’s obligation to pay was short and the number of participants was small); see also Rodowicz, 192 F.3d at 171; Belanger, 71 F.3d at 455 (holding benefit program that entailed a “purely mechanical determination of eligibility” and did not require any discretionary judgment on the part of the administrator was not an ERISA plan).