12-0031. BRAD J. HANSON Employee v. MUNICIPALITY OF ANCHORAGE Employer Defendant.
Court | Alaska |
Alaska Workers Compensation Decisions
2012.
Workers' Compensation Board
12-0031.
BRAD J. HANSON Employee v. MUNICIPALITY OF ANCHORAGE Employer Defendant
BRAD J. HANSON,
Employee, Applicant, v. MUNICIPALITY OF ANCHORAGE, Employer,
Defendant.AWCB
Decision No. 12-0031Filed with AWCB
Anchorage, Alaskaon February 21, 2012AWCB Case No. 200808717FINAL
DECISION AND ORDERRemaining issues from Brad Hanson's (Employee) July 23, 2009
Workers' Compensation Claim, and as a necessary preliminary matter Employer's
November 14, 2011 petition to quash a medical deposition, were heard on
December 20, 2011, in Anchorage, Alaska. Attorney Michael Jensen represented
Employee, who appeared and testified. Debra Hanson also testified for Employee.
Attorney Trena Heikes represented the self-insured Municipality of Anchorage
(Employer). Marilyn Yodlowski, M.D., testified telephonically for Employer. Law
Henderson also testified for Employer. Other issues from Employee's claim were
resolved in Hansen v. Municipality of Anchorage, AWCB Decision
No. 10-0175 (October 29, 2010) (Hanson I).
The record remained open for briefing and for Employee's
supplemental fee and cost affidavit, objections, and responses. The record
closed on January 5, 2012, after the parties filed additional briefing,
Employee filed his supplemental affidavit of attorney's fees and costs, and the
parties filed various objections and responses. This decision examines an oral
order on a preliminary matter, memorializes that order, and decides the merits
of the case.
The December 20, 2011 hearing addressed two preliminary issues.
First, Employer's late filed hearing brief and witness list were admitted as
timely filed over Employee's objection. Second, the panel ordered additional
briefing on whether a medical expert's deposition was admissible as evidence
over Employer's objection.
ISSUES
As a preliminary matter, Employee contends Employer's hearing
brief and witness list were untimely filed. Accordingly, Employee contends
neither the brief nor the witness list should be considered, and Employer
should not be allowed to call witnesses at hearing.
Employer contends its representative miscounted days, which
resulted in its hearing brief and witness list being filed one day late. It
contends the late filing was unintentional, and had it been noticed by
Employer's representative, she would have simply called Employee's
representative who she is certain would have agreed to waive any objection.
Employer contended Employee was not harmed by the late filing, while Employer
would be significantly prejudiced were it not able to make its arguments as set
forth in its brief, or call any witnesses.
1) Was the decision to accept Employer's late brief and witness
list as timely correct?
As another preliminary matter, in its November 14, 2011
petition, Employer contends the deposition of Edward Barrington, D.C., should
be a "quashed" or in the alternative stricken as "an unlawful change of
physician" and his opinions and testimony not considered for any purpose.
Similarly, Employer contends since Dr. Barrington was an unlawful change in
physician, his deposition charges should not be assessed against Employer.
Employer contends once Employee was referred to a physician, and received
treatment from that physician, he designated the referred physician as an
attending physician, and this constituted a change in attending physician.
Employer contends a controversion does not change its rights under AS
23.30.095, so Employee had no right to change attending physicians more than
once without Employer's consent. In any event, it contends Employee's argument
he "changed" to Dr. Barrington is contrived to cover the weakness of his other
arguments on this issue. Employer further contends evidence rules related to
expert medical witnesses do not apply to administrative claims. Thus, it
contends Employee is limited to medical opinions derived from the AS 23.30.095
process and its related regulations. Lastly, Employer contends Employee's
Affidavit of Readiness for Hearing stated he was ready to go hearing. Yet,
Employer contends Employee noticed Dr. Barrington's deposition two weeks after
his last Affidavit of Readiness for Hearing, and it was inappropriate to call a
previously undisclosed witness.
Employee, on the other hand, contends three, alternate bases
exist for admitting Dr. Barrington's deposition. First, he contends there was
never an unlawful change of physician, as all physicians Employee had seen
before Dr. Barrington were on referral from a prior physician, leaving Employee
free to choose Dr. Barrington as his one "change," which he did. Second,
Employee contends since his claim was controverted, the change-of-physician
statute, AS 23.30.095(a) does not apply. Third, Employee contends AS 23.30.095
only applies to employees' attending physicians and employers' medical
evaluators, and no statute or regulation precludes him from hiring a medical
expert. Thus, Employee reasons if Dr. Barrington is not an attending physician,
the statute does not apply to him and nothing prohibits Employee from hiring
Dr. Barrington as an expert. Accordingly, he contends Dr. Barrington's
deposition should be admitted and considered as evidence, and expenses related
to Dr. Barrington's opinions and deposition may be assessed against Employer.
2) Is Dr. Barrington's deposition admissible for any purpose,
under any theory?
Employee contends he is entitled to permanent partial
impairment (PPI) benefits from Employer for his sexual dysfunction, and for his
lumbar spine. He contends the second independent medical examiners (SIME)
provided various, total, whole-person PPI ratings from 21% to 27%. Alternately,
Employee contends, assuming Dr. Barrington's expert opinion is admissible Dr.
Barrington provided a 17-18% PPI rating for these work-related conditions.
Employee contends Employer's medical evaluators' (EME) reports are not credible
as they reduce Employee's current PPI rating because of a 1992 injury and
surgery without medical evidence from the 1992 surgery, in contravention of the
requirements in the American Medical Association Guides to the
Evaluation of Permanent Impairment, 6th Edition
(Guides).
Employer contends the law requires all PPI ratings must be done
strictly in conformity with the Guides. It contends SIME
physician Thomas Gritzka, M.D., by his admission did not strictly follow the
Guides, and further contends all doctors upon whom Employee
relies failed to strictly follow the Guides. Consequently,
Employer contends none of those ratings may be relied upon. Employer contends
if the Guides are properly used, Employee has no PPI because
his sexual dysfunction was rated at 0% by an SIME urologist, and his current
lumbar PPI was reduced by his pre-existing PPI from a past surgery, resulting
in a net 0% lumbar PPI attributable to this injury. Consequently, it contends
Employee is entitled to no PPI.
3) Is Employee entitled to a PPI award?
Employee contends he is entitled to temporary total disability
(TTD) for the time he took off work to attend EME and SIME examinations. As he
attended these evaluations because of his injury, and lost earnings, he
contends an award of TTD from Employer is appropriate.
Employer contends Employee is not entitled to TTD after the
date of medical stability. As four of the five dates for which Employee seeks
TTD are after the date he was medically stable, it contends no award of TTD is
appropriate for those days. As to the other day, it contends Employer paid
Employee for his time off. It seeks an order denying the TTD claim.
4) Is Employee entitled to TTD for days spent attending EME or
SIME appointments?
Employee contends he is entitled to interest as a matter of law
on any awarded PPI and TTD. He seeks interest on any benefits awarded in this
decision and order.
Employer contends as Employee is not entitled to any additional
benefits, he is not entitled to interest. It seeks an order denying the
interest claim.
5) Is Employee entitled to an award of interest?
Employee contends he is entitled to an award of attorney's fees
and costs for successfully prosecuting all or part of his claim for benefits.
He seeks an order awarding fees and costs based upon his itemized
affidavits.
Employer contends as Employee is not entitled to any additional
benefits, he is not entitled to an award of fees or costs. It seeks an order
denying the attorney fee and cost claim. Alternately, it seeks a reduction in
fees contending they are unreasonable and excessive.
6) Is Employee entitled to an award of fees and costs?
FINDINGS OF FACT
A review of the relevant record establishes the following facts
and factual conclusions by a preponderance of the evidence:
1) Effective March 16, 1990, the Guides 3rd
Edition was used to rate PPI for injuries occurring on or after that date,
unless and until a newer Guides version was adopted (Bulletin
90-12, November 30, 1990).
2) There is no evidence Employee had any low back injury or
ratable impairment prior to 1991 (record; observation).
3) Employee has a history of a low-back injury to the L5-S1
area in 1991 or 1992, which included surgical correction (Physician's Report,
November 6, 2000; see also Hanson deposition, February 9,
2010, at 8-9).
4) The only information and data in the record concerning
Employee's 1991 or 1992 low back injury and surgery is Employee's self-report
of the injury with resultant surgery, which is first recorded in a medical
record...
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