In Cregan v. Unum Life Insurance Company of America, No. 24-CV-340-DES, 2026 WL 2427920 (E.D. Okla. Aug. 19, 2026), United States Magistrate Judge D. Edward Snow addressed whether a voluntary accident policy offered through an employer falls under ERISA, a question that determines what claims an injured worker can bring and what remedies remain available. Plaintiff sustained an injury at work and sought benefits under a Voluntary Accident insurance policy provided through his employer, Morton Buildings. After Unum failed to pay, Plaintiff sued in Oklahoma state court for breach of contract and bad faith. Unum moved to have the case governed by ERISA, which would preempt those state-law claims and the punitive damages Plaintiff sought. The court granted the motion.
What Is the ERISA “Safe Harbor” and Why Didn’t It Apply?
Plaintiff argued the policy fell outside ERISA under the Department of Labor “safe harbor” regulation, 29 C.F.R. § 2510.3-1(j), which excludes certain voluntary programs from ERISA coverage. A plan qualifies for the safe harbor only if it satisfies all four factors: the employer makes no contribution, participation is completely voluntary, the employer’s sole functions are to publicize the program and collect premiums, and the employer receives no consideration. The court explained that a plan meeting each of these four factors is excluded, but failing any one factor defeats the exclusion.
The court found Plaintiff could not satisfy the voluntariness factor because the accident coverage was one of several coverages within Morton Buildings’ broader benefit plan, some voluntary and some not. Under Tenth Circuit law, optional benefits cannot be severed from a comprehensive plan, so if ERISA applies to any portion, it applies to the whole. The court also found Morton Buildings did more than merely publicize the program and collect premiums. The employer served as policyholder and plan administrator, determined eligibility, set how premiums were paid, and remained responsible for premiums during grace periods. Because Plaintiff could not meet all four factors, the safe harbor did not apply.
Did the Plan Otherwise Qualify as an ERISA Employee Welfare Benefit Plan?
Yes. The court then applied the Tenth Circuit’s conventional five-factor test for an employee welfare benefit plan. Plaintiff conceded four of the five factors and disputed only whether Morton Buildings “established or maintained” the plan. The court held it did. Morton Buildings selected and secured the policy, made it available to employees as part of its benefits program, determined premiums, paid premiums during grace periods, and supported Unum on administrative matters. Those actions matched the level of employer participation the Tenth Circuit has found sufficient to establish or maintain a plan.
What Does This Ruling Actually Decide?
This is a procedural ruling on which body of law governs, not a decision on whether Plaintiff is owed benefits. Because the plan falls under ERISA, ERISA preempts Plaintiff’s state-law claims for breach of contract, bad faith, and punitive damages, and those claims fail as a matter of law. The court did not decide whether Unum wrongly denied the accident benefit. That underlying claim, if pursued, now proceeds under ERISA’s remedial framework, which is narrower than state law and does not permit punitive or bad-faith damages. For workers with employer-provided accident, disability, or life coverage, this decision illustrates how readily a voluntary policy can be pulled into ERISA and how that classification limits available remedies.
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