Appeals Court Backs Dismissal of J&J Stock-Drop Litigation

Plaintiffs in the now-dismissed case sought to establish that ‘corporate-insider fiduciaries’ violated their duties of prudence in the operation of an employee stock ownership plan.

The 3rd U.S. Circuit Court of Appeals has issued a new ruling in an Employee Retirement Income Security Act stock-drop lawsuit targeting Johnson & Johnson, affirming the dismissal of the lawsuit as ordered by a district court in May 2020.

The controversy at the heart of the litigation is related to allegations that J&J concealed that its baby powder was contaminated with asbestos and the impact of these allegations on the company’s stock price.

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As the appellate ruling recounts, J&J offers an employee stock ownership plan as an investment option within its retirement savings program for employees. The ESOP invests solely in J&J stock, which declined in price following news reports that accused J&J of concealing the contamination of its baby powder. J&J has denied that its product was contaminated and that it had concealed anything about the product, but the company has been embroiled in various lawsuits and investigations into the matter.

The plaintiffs, who are J&J employees who participated in the ESOP, alleged that the ESOP’s administrators, who are senior officers of J&J, violated their fiduciary duties by failing to protect the ESOP’s beneficiaries from a stock-price drop. According to the plaintiffs, those fiduciaries, being corporate insiders, should have seen the price drop coming because of the baby powder controversy. Thus, the plaintiffs alleged that the “corporate-insider fiduciaries” violated the duty of prudence imposed on them by ERISA.

The U.S. District Court for the District of New Jersey previously granted the company’s motion to dismiss the litigation, primarily on the basis that the plaintiffs did not sufficiently allege an alternative course of action that their plan fiduciaries could have taken. This is what is required under key precedents set by the U.S. Supreme Court. The district judge determined that the participants’ alleged course of alternative action would have involved actions taken by plan officials in their “corporate capacities,” rather than in their capacity as fiduciaries of the plan.

The new appellate ruling, which stretches to a little over 20 pages, backs the rationale and conclusions of the District Court.

As the appellate ruling states, in Fifth Third Bancorp v. Dudenhoeffer, the Supreme Court held that a plaintiff seeking to bring such a claim must plausibly allege “an alternative action that the defendant could have taken that would have been consistent with the securities laws,” and, further, “that a prudent fiduciary in the same circumstances would not have viewed [the proposed alternative action] as more likely to harm the fund than to help it.”

In this case, the plaintiffs proposed two alternative actions that they say the defendants could have taken before the stock price dropped. First, they proposed that the defendants could have used their corporate powers to make public disclosures that would have corrected J&J’s artificially high stock price earlier rather than later. Second, they proposed that the fiduciaries could have stopped investing in J&J stock and simply held onto all ESOP contributions as cash.

“The district court rejected those alternative actions as failing the Dudenhoeffer test, and we agree,” the appellate ruling states. “A reasonable fiduciary in the defendants’ circumstances could readily view corrective disclosures or cash holdings as being likely to do more harm than good to the ESOP, particularly given the uncertainty about J&J’s future liabilities and the future movement of its stock price. We will therefore affirm the dismissal of the plaintiffs’ complaint.”

In explaining its decision, the appeals court points out that, under Dudenhoeffer, a stock-drop plaintiff must do more than allege a general economic theory for why earlier disclosure would have been preferable. Furthermore, the plaintiff must plausibly allege that the circumstances do not justify a prudent fiduciary’s preference to await the results of a thorough investigation into the matter before making public disclosure.

The ruling notes this is a “high bar to clear” even at the pleadings stage, especially when guesswork is involved, as it is when estimating the effect of earlier versus later public disclosure of information which is itself fluid.

“Only one post-Dudenhoeffer decision from our sister circuits has held that a plaintiff plausibly alleged that corrective disclosures were so clearly beneficial that no prudent corporate-insider fiduciary could have concluded that earlier corrective disclosures would have done more harm than good,” the appellate ruling states.

Here, the ruling refers to Jander v. Retirement Plans Committee of IBM. In that case, IBM had sought to sell its microelectronics business, which was having financial trouble and was on track to incur annual losses of $700 million. Instead of disclosing these problems, IBM publicly valued the business at $2 billion, as the ruling recounts. Once IBM found a buyer, it finally disclosed that it would pay $1.5 billion to have the buyer take the business off its hands and that it would also incur “a $4.7 billion pre-tax charge, reflecting in part an impairment in the stated value” of the business being sold. IBM’s stock price steeply declined, and participants in its ESOP brought a lawsuit alleging that the plan’s corporate-insider fiduciaries knew about the undisclosed problems with the microelectronics business but imprudently continued to invest in shares of IBM stock, the price of which reflected the market’s lack of relevant knowledge.

The plaintiffs in that case alleged that the corporate-insider fiduciaries should have made an early corrective disclosure, and the 2nd U.S. Circuit Court held that the plaintiffs had met Dudenhoeffer’s standard for a duty-of-prudence claim based on inside information. In the 2nd Circuit’s view, as summarized in the new 3rd Circuit ruling, it was “particularly important” that the defendants allegedly knew that disclosure of the financial problems was inevitable.

As the new appellate ruling explains, “Unlike in the ‘normal case,’ where a prudent fiduciary might compare the benefits of disclosure versus nondisclosure, a prudent fiduciary in the Jander defendants’ circumstances could only compare earlier disclosure versus later disclosure, because once IBM knew its sale of its microelectronics business was inevitable, ‘non-disclosure of IBM’s troubles was no longer a realistic option.’” Thus, the 2nd Circuit concluded that a stock-drop following early disclosure would be no more harmful than the inevitable stock drop that would occur following a later disclosure.

“The plaintiffs ask that we follow Jander, but their complaint relies too much on general economic theory and too little on specific allegations that would establish that no prudent fiduciary in the defendants’ circumstances would believe that making corrective disclosures would do more harm than good,” the new ruling concludes.

Saving for Retirement Stays a Top Goal Amid Recession Fears

Business sentiment has remained steady, and some employers expect to increase retirement benefits for employees.  

While businesses generally remain financially stable, many are taking steps to brace for a possible recession in the next six months, new data show.

The Principal Financial Well-Being Index found that 65% of employers and 73% of employees expect an economic slump. Despite these fears, 45% of employees surveyed said they will not reduce their saving for retirement. 

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While employers and employees align on the top current concerns—inflation, recession and the cost of health care—the groups diverge in other areas, the index says.

“Employers and employees are generally aligned on their top three concerns, but there’s a significant disconnect once you move beyond that,” Amy Friedrich, president of U.S. insurance solutions at Principal, said in a statement. “Businesses have a lot on their plate and are focused on direct impacts to their business. Employees are much more focused on their personal well-being.”

The index examined the top current concerns for employers and employees by having respondents rank how large a concern each topic was for them on a scale from zero to four. On average, economic inflation was ranked 2.81 by both groups, while employers ranked a potential upcoming recession 2.80 and employees ranked it 2.51; the survey also found that the cost of health care was ranked 2.72 by employers and 2.40 by employees.   

The next biggest concern for employers was higher taxes, at 2.64; benefits inflation, at 2.63; and rising interest rates, at 2.62. For workers, the next three concerns were protecting their health at work in the era of COVID-19, at 1.88; concerns for their mental health and well-being, at 1.84; and the impacts of COVID-19 on company and office culture, at 1.83.

Employees’ next biggest concern—feeling “burnt out” at their current job, at 1.78—is “the most polarizing concern,” according to the index, as it doesn’t crack the top 10 among employers.   

These discrepancies could have broader workplace ramifications, Friedrich added. 

“This disconnect will have implications for businesses moving forward since meeting employees’ needs through culture and benefits ties to employee engagement and is a critical component of talent retention today,” she said.

Notably, employers and employees agree that the top causes of burnout are heavy workload, at 54%, and a lack of flexible shifts for employees, at 41%.

With employers and employees expecting a recession, each group has taken steps to prepare to reduce spending and increase savings, according to Principal.

Among businesses, 35% reported having reduced operational costs, another 35% reported raising prices on goods and services and 31% increased cash reserves; among employees, 40% reported plans to take a second job for additional income and 37% reported searching for a new job with better pay and/or benefits.

In addition, among all businesses, 55% of employers said they would not reduce employee salaries to prepare for a recession, 49% said they would avoid layoffs, 47% said they would not reduce benefits and 45% said they would not reduce the employer-paid portion of benefits offered, according to Principal.

“Small businesses learned a lot from the 2008 recession, and many learned they can make adjustments that will minimize the impact on salaries or staff during future periods of economic stress,” said Friedrich. “Small businesses are dedicated to their employees. We saw that during the pandemic, and I think we’ll see the same creativity and resiliency if pressures mount in the near-term.”

For employees, 55% reported that they have increased shopping for cheaper products, 55% reported that they have reduced spending on luxury goods and 47% reported that they have started or continued building an emergency savings fund. On the flipside, 50% said they would not sell or downsize their personal property, 42% would not seek additional education or training and 39% would not seek a new job in search of flexibility to work remotely, the survey found.   

The index also examined business trends, and found that among large businesses—employers with 500 to 1,000 employees—65% consider their businesses to be growing, compared with 36% that consider their businesses stable. Among small businesses—those with 2 to 499 employees—46% consider their businesses growing and 49% consider them stable.

The survey also found that from June 2021 to July 2022, the gap between small and large businesses that reported their financials shrank 13 percentage points, to 12 points from 25.

The Principal survey was conducted online by Dynata from July 7 to July 20, with 500 business owners and 200 employees.

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