Inga Brock v. Hewlett-Packard Company

The employee sustained a work-related lower back injury, which required surgery. Her treating physician assigned an 8% permanent impairment rating, and referred her to a pain management specialist. The employee’s lawyer arranged for an independent medical evaluation with a neurologist, who assigned the employee 23% permanent impairment for her back injury and 2% permanent impairment for the sleep interruption she experienced as a result of ongoing back pain. Because the impairment ratings differed, the employee was seen by a physician in the Tennessee Medical Impairment Rating Registry (“MIR”), as established by statute. The MIR physician, an orthopedic surgeon, assigned the employee a 9% permanent impairment. The depositions of the evaluating physician and the MIR physician were introduced at trial, as well as the medical records of the treating physician, the employee’s testimony, and that of several lay witnesses. The trial court refused to allow the employer to call a vocational expert to testify, because the employer had failed to disclose the identity of this witness at an earlier time. At the conclusion of the proof, the trial court found that, regardless of the permanent impairment rating applied, the employee is unable to work and is therefore entitled to permanent and total disability benefits. Alternatively, the trial court found that the employee had introduced clear and convincing evidence to rebut the statutory presumption of accuracy that applies to the MIR physician’s impairment rating and adopted the 23% permanent impairment rating of the evaluating physician, even though his assignment of 2% permanent impairment for the employee’s sleep interruption was inconsistent with The AMA Guides to Permanent Impairment, 6th Edition (“AMA Guides”). The employer appealed. The appeal was referred to the Special Workers’ Compensation Appeals Panel for a hearing and a report of findings of fact and conclusions of law in accordance with Tennessee Supreme Court Rule 51. We conclude that: (1) the trial court did not err by excluding the employer’s vocational expert; (2) the evidence preponderates against the trial court’s finding of permanent and total disability; and (3) the trial court erred by concluding that the employee rebutted by clear and convincing evidence the statutory presumption of accuracy that applies to the MIR physician’s impairment rating. Accordingly, we reverse and modify the judgment of the trial court, and considering the MIR physician’s impairment rating and the lay testimony concerning the employee’s limitations, award the employee 45% permanent partial disability benefits.