GENERAL CONSTRUCTION COMPANY; LIBERTY NORTHWEST INSURANCE CORP. v. ROBERT CASTRO; DIRECTOR, OFFICE OF WORKERS COMPENSATION PROGRAMS
No. 03-72528
UNITED STATES COURT OF APPEALS FOR THE NINTH CIRCUIT
March 2, 2005
2397
Before: Thomas G. Nelson and Johnnie B. Rawlinson, Circuit Judges, and William W Schwarzer, Senior District Judge
OWCP No. 14-129-450; BRB No. 02-0783; Petition for Review of an Order of the Benefits Review Board; Argued and Submitted December 10, 2004—Portland, Oregon; Opinion by Judge Schwarzer
Petition for Review of an Order of the Benefits Review Board
Argued and Submitted December 10, 2004—Portland, Oregon
Filed March 2, 2005
Before: Thomas G. Nelson and Johnnie B. Rawlinson, Circuit Judges, and William W Schwarzer,* Senior District Judge
Opinion by Judge Schwarzer
*The Honorable William W Schwarzer, Senior United States District Judge for the Northern District of California, sitting by designation.
Raymond H. Warns, Jr., Holmes Weddle & Barcott, Seattle, Washington, for the petitioners.
William D. Hochberg and Nicole A. Hanousek, Law Office of William D. Hochberg, Edmonds, Washington, for respondent Robert Castro.
Peter B. Silvain, Jr., Attorney, U.S. Department of Labor, Washington, D.C., for respondent Director, OWCP.
Roger A. Levy, Laughlin, Falbo, Levy & Moresi LLP, San Francisco, California, for amicus curiae Longshore Claims Association.
OPINION
SCHWARZER, Senior District Judge:
General Construction Co. and Liberty Northwest Insurance Corp. (General Construction), with amicus Longshore Claims Association (LCA), petition for review of the determination of the Benefits Review Board (BRB) that claimant Robert Castro is entitled to total disability compensation under the Longshore and Harbor Workers’ Compensation Act,
We deny the petition for review. The BRB appropriately affirmed the ALJ‘s award under the LHWCA, and the ALJ‘s wage calculation was correct under Ninth Circuit law. The BRB also correctly concluded that the OWCP‘s failure to grant General Construction a hearing before approving Castro‘s rehabilitation program did not violate General Construction‘s procedural or due process rights.
STANDARD OF REVIEW
Under the LHWCA, we review BRB decisions “for errors of law and for adherence to the substantial evidence standard.” See Alcala v. Dir., OWCP, 141 F.3d 942, 944 (9th Cir. 1998). The BRB must accept the ALJ‘s factual findings if they are supported by substantial evidence.
On questions of law, including interpretations of the LHWCA, we exercise de novo review. Gilliland v. E.J. Bartells Co., Inc., 270 F.3d 1259, 1261 (9th Cir. 2001). We need not defer to the BRB‘s construction of the LHWCA, but we “must . . . respect the [BRB‘s] interpretation of the statute where such interpretation is reasonable and reflects the policy underlying the statute.” Id. (quoting McDonald v. Dir., OWCP, 897 F.2d 1510, 1512 (9th Cir. 1990)). We also “accord considerable weight to the construction of the statute urged by the Director of the [OWCP] as [s]he is charged with administering” the LHWCA. Matson Terminals, Inc. v. Berg, 279 F.3d 694, 696 (9th Cir. 2002) (quoting Force v. Dir., OWCP, 938 F.2d 981, 983 (9th Cir. 1991) (internal quotation
BACKGROUND
I. CASTRO‘S EMPLOYMENT, INJURY, AND REHABILITATION PROGRAM
Claimant Robert Castro worked as a carpenter and pile driver from 1973 until he was disabled due to his injury in 1998. He began work as a pile driver for General Construction in 1998. On November 20, 1998, Castro slipped and fell on a crane step, tearing the anterior cruciate ligament in his right knee. After three surgeries, Castro was released to return to light duty work in August 2000. Castro attempted to return to work at General Construction, but the job he took, cutting metal plates with a torch while seated, was too strenuous, and his physician, Dr. Mandt, determined that it was beyond Castro‘s ability. No other light duty work being available at General Construction, Mandt recommended vocational retraining.
General Construction conducted labor market studies, which identified jobs the counselors believed Castro could perform, such as courier, cashier, and security officer. The starting wages for these jobs ranged between $8.00 and $10.00 per hour, or between $16,640 and $20,800 per year, but with experience, some could pay up to $25,000 per year. Castro testified that he investigated at least some of these jobs, but found that they were taken. Castro did not investigate other jobs because after commuting costs they would have paid around $2.00 per hour.
OWCP referred Castro to vocational rehabilitation counselor Carol Williams to develop a rehabilitation plan. She and Castro decided on hotel management by a “process of elimination.” As part of his vocational rehabilitation plan,
Williams disagreed with General Construction‘s labor market survey, claiming that the positions identified would be difficult for Castro because of his physical limitations, which included limits on his manual dexterity due to a previous hand surgery. Williams also took the position that Castro would have “a great deal of difficulty” going to school and working at the same time. Castro spent between forty-six and fifty-four hours per week on his vocational program. His commute to school took anywhere from one and one-half to two and one-quarter hours. He spent fifteen to eighteen hours per week in class and another twenty-five hours per week in study and preparation for class. While in school, Castro worked briefly in a paid internship, but after working about eighty hours he had to resign due to his vocational program‘s demands and requirements.
When Williams retired at the end of 2000, Castro began to see a new vocational consultant, Stan Owings. Owings concluded that Castro was limited to sedentary jobs or those requiring only light physical exertion, and stated that some of the jobs General Construction identified are “reasonable examples of jobs and wages currently available to” Castro. Owings also recognized that Castro “may return to work with
Castro earned $38,422.57 in 1995, $38,571.33 in 1996, $39,648.34 in 1997, and $39,717.62 in 1998, the year of his injury. General Construction initially paid compensation to Castro based on an average weekly wage of $988.62. On July 3, 2000, however, General Construction reduced this payment to one based on a $500 weekly wage, stating that Castro had not produced requested evidence, including earning statements from prior employment supplementing the $9886.18 he earned at General Construction in the year prior to his injury. On July 11, 2000, General Construction reinstated Castro‘s compensation based on a recalculated average weekly wage of $756.65. Castro argued that his weekly wage should be $1006.60 and, in support of his motion for partial summary judgment, submitted a declaration stating that during the fifty-two weeks before his accident, he worked a total of 201.35 days. The wage records Castro submitted indicate that in most of the weeks he worked, he worked for forty hours.
II. CASTRO‘S LHWCA CLAIM
Castro filed a claim with the OWCP in November of 1998, seeking permanent partial disability benefits under the LHWCA‘s schedule for a 35% impairment to his right knee and seeking temporary and permanent total disability benefits for the period he was enrolled in the vocational rehabilitation program.
In May 2002, following a formal hearing, the ALJ issued a decision finding Castro‘s scheduled disability rating to be 17% and awarding Castro permanent partial disability benefits on the basis of his knee injury for a period of 48.96 weeks (17% of the statutory 288 weeks), pursuant to
With respect to the calculation of Castro‘s award, the ALJ rejected General Construction‘s assertion that § 10(c) of the LHWCA,
General Construction appealed the ALJ‘s decision to the BRB, which affirmed the award. The BRB, like the ALJ, found Abbott to be controlling and noted that since the ALJ had issued the decision in Castro‘s case the Fourth Circuit had
General Construction timely appealed all three issues: (1) the applicability of Abbott to the present case; (2) the applicability of § 10(c) to the present case; and (3) denial of General Construction‘s procedural rights.
DISCUSSION
I. LEGAL FRAMEWORK
The LHWCA‘s compensation scheme distinguishes between injury, which is a physical impairment, “occupational disease[,] or infection,”
A disability is temporary “so long as there [is] a possibility or likelihood of improvement through normal and natural healing.” Stevens, 909 F.2d at 1259 (citation omitted). After a claimant is shown to have attained “maximum medical improvement,” however, the remaining disability is classified as permanent. Id. at 1258. A disability may be classified as permanent and benefits paid under the LHWCA‘s provisions for permanent disability for a finite period. See
A disability is classified as total when (1) a claimant demonstrates that the work-related injury in question renders him unable to return to prior employment, and (2) the employer subsequently fails to establish the availability of suitable alternative employment within the geographic area of the claimant‘s residence, which the claimant can perform considering the claimant‘s limitations, age, education, and background, and with a diligent employment search on the claimant‘s part. See Bumble Bee Seafoods v. Dir., OWCP, 629 F.2d 1327, 1329-30 (9th Cir. 1980); Stevens, 909 F.2d at 1258.5 Disabilities not precluding suitable alternative employment are classified as partial. Stevens, 909 F.2d at 1258. In other words, in
general, if the claimant is capable of engaging in some gainful work, the disability is partial. Id.
[1] Two circuits, the Fifth and the Fourth, have added another element to this basic test for distinguishing between total and partial disability. Under their precedent, a claimant who is enrolled in a vocational rehabilitation program and can demonstrate that the program entirely precludes him from engaging in otherwise suitable employment may receive total disability benefits for the duration of the program. Abbott, 40 F.3d at 127; Newport News, 315 F.3d at 295. In Abbott, an opinion by retired U.S. Supreme Court Justice Byron White, the Fifth Circuit reasoned that although the Act does not explicitly provide for total disability during rehabilitation training, such an interpretation is consistent with “the Act‘s goal of promoting the rehabilitation of injured employees to enable them to resume their places, to the greatest extent possible, as productive members of the work force.” Abbott, 40 F.3d at 127 (citation omitted). The validity of this standard in the Ninth Circuit is one of the issues in the present case.
Benefits for total disability, whether temporary or permanent, are calculated on the basis of the claimant‘s “average weekly wages” and awarded for the “continuance” of the disability.
All of the above calculations require an initial determination of the claimant‘s “average weekly wage at the time of the injury.” See
II. CASTRO‘S ENTITLEMENT TO TOTAL DISABILITY DURING VOCATIONAL REHABILITATION
The ALJ in the present case found Abbott applicable to Castro‘s case and held that Castro was entitled to total disability benefits for the period during which he was enrolled in his vocational rehabilitation program. On appeal, General Construction argues (1) that Abbott was wrongly decided and should not be applied to this case and (2) that even if Abbott was correct on its facts, Castro‘s case is distinguishable. We address these arguments in turn.
A. Abbott Is Consistent with the LHWCA‘s Text and Purpose
The interpretation of the LHWCA found in Abbott and Newport News and adopted by the OWCP Director in this case is supported by the language of the LHWCA and its purpose.
The LHWCA does not specifically provide that total disability benefits are to be awarded where a claimant shows that
[2] The Abbott rule is consistent with the language and a principal policy of the LHWCA: the encouragement of vocational rehabilitation. The LHWCA specifically provides that “[t]he Secretary shall direct the vocational rehabilitation of permanently disabled employees and shall arrange . . . for such rehabilitation.”
Amicus LCA argues that Abbott was wrongly decided because in 1984 Congress considered and failed to pass amendments to the LHWCA creating a statutory entitlement to total disability for all claimants during vocational rehabilitation training. We note at the outset that congressional inaction is not a reliable guide to legislative intent. See Cent. Bank of Denver, N.A. v. First Interstate Bank of Denver, N.A., 511 U.S. 164, 187 (1994) (“Congressional inaction lacks persuasive significance because several equally tenable inferences may be drawn from such inaction, including the inference that the existing legislation already incorporated the offered change.“) (internal quotations and citations omitted); United States v. Wise, 370 U.S. 405, 411 (1962). Moreover, the failed amendments in this case would have been more sweeping than Abbott‘s rule, since they would have created an entitlement to disability benefits during rehabilitation. H.R. 7610, 96th Cong., 2d Sess. at 19-20 (1980) (providing that “[a]n employee who as a result of injury is undergoing vocational rehabilitation . . . shall be entitled to receive continued temporary total or partial compensation during . . . such rehabilitation“).6 In contrast, the Abbott rule requires a fact-finder to consider on a case-by-case basis an injured worker‘s participation in a rehabilitation program as one factor in determining whether suitable alternative employment is available to that worker. Cf. Kee v. Newport News Shipbuilding & Dry Dock Co., 33 Ben. Rev. Bd. Serv. (MB) 221 (2000) (applying Abbott and denying temporary total disability benefits when claimant failed to show that enrollment in rehabilitation program precluded acceptance of alternate employment); Gregory, 32 Ben. Rev. Bd. Serv. (MB) 264 (same). Congress‘s failure to enact an amendment more sweeping than the Abbott rule cannot be taken to invalidate that rule. The text, purposes, and legislative history of the LHWCA thus provide no basis for rejecting the Abbott approach.7
General Construction further argues that even if Abbott is a valid interpretation of the LHWCA, it is inapplicable here because Castro‘s situation differs significantly from that of the claimant in Abbott. Specifically, (1) Castro‘s program did not involve an agreement with the OWCP that expressly forbade his employment during the program; (2) General Construction itself never agreed to the rehabilitation plan; (3) the evidence showed Castro could work while enrolled in his rehabilitation program; (4) Castro was not diligent in attempting to locate work while pursuing the program; (5) completion of the program would not increase Castro‘s earning capacity; and (6) Castro, unlike the claimant in Abbott, suffered scheduled injuries, and Pepco therefore limits Castro to recovery under the LHWCA‘s schedule.
[3] We agree with the Fourth Circuit in Newport News that Abbott did not set forth a rigid rule and that a number of factors enumerated by the BRB may be relevant to determining whether an individual may receive benefits while enrolled in a rehabilitation program. These include whether enrollment in the rehabilitation program precludes any employment; whether the employer agreed to the rehabilitation plan and continuing payment of temporary total disability benefits; whether completion of the program would benefit the claimant by increasing his wage-earning capacity; and whether the claimant showed full diligence in completing the program. Newport News, 315 F.3d at 293 (citing Gregory, 32 Ben. Rev. Bd. Serv. (MB) 264). The Fourth Circuit observed that no one of
worker in vocational rehabilitation who is being rendered fit for remunerative occupation “shall receive additional compensation necessary for his maintenance, but such additional compensation shall not exceed $25 a week.”
[4] With respect to General Construction‘s first argument, the ALJ noted that the BRB has interpreted Abbott to require only that a claimant show that, as a practical matter, he cannot obtain suitable alternative employment, not that he is contractually precluded from working. See Kee, 33 Ben. Rev. Bd. Serv. at 223. This approach makes sense given the language and purposes of the LHWCA, which provides for compensation for a claimant‘s reduced earning capacity under a variety of circumstances. See, e.g.,
With respect to General Construction‘s second argument, the ALJ noted that General Construction objected to the rehabilitation plan and to continued benefits. But the ALJ also reasoned that allowing employers an effective veto power over OWCP-approved rehabilitation programs would undermine the LHWCA‘s general policy of encouraging rehabilitation. We agree. There was no error in the ALJ‘s decision that General Construction‘s objection to the rehabilitation program does not sufficiently distinguish Castro‘s case from Abbott.
With respect to General Construction‘s third argument, regarding evidence of Castro‘s ability to work while pursuing his rehabilitation program, the ALJ evaluated relevant evidence, including the testimony of Castro and vocational experts Carol Williams and Kent Shafer. The ALJ based his decision that Castro could not work while pursuing his program mainly on Castro‘s uncontradicted testimony that, including commuting, class, and study time, he devoted
The ALJ similarly considered General Construction‘s fourth argument, that Castro failed to show he searched diligently for work while pursuing his rehabilitation program. This argument is largely foreclosed by the ALJ‘s determination that the time demands of Castro‘s program precluded his employment during the program. Castro also presented evidence that he investigated jobs identified by General Construction but found them either unavailable or impracticable because of his commute. The ALJ‘s finding is thus supported by substantial evidence.
The ALJ also found that Castro was diligent in completing his program. See Newport News, 315 F.3d at 293 (citing Gregory, 32 Ben. Rev. Bd. Serv. (MB) 264). The ALJ found that, although Castro expressed concerns about falling behind in school, his records indicated that his enrollment since 1999 had not been significantly interrupted and that at the time of the hearing he was on schedule to complete his program. The ALJ‘s finding that Castro had pursued his degree in the program diligently is supported by substantial evidence.
The ALJ also considered General Construction‘s fifth argu
[5] Neither the ALJ nor the BRB considered at length General Construction‘s argument concerning the application of Pepco, 449 U.S. 268 (1980), to Castro‘s case. However, the ALJ‘s interpretation of the scope of Pepco correctly precluded application of that case to Castro‘s claim for total disability benefits during his rehabilitation program. In Pepco, the Supreme Court held that where a claimant is entitled to partial disability benefits for a scheduled injury, those benefits are the claimant‘s exclusive remedy; a claimant with a scheduled injury may not elect to recover benefits for partial disability on the basis of the claimant‘s loss in earning capacity. Id. at 273-74. General Construction argues that if a claimant has a scheduled injury, and the employer shows that the claimant is employable, the claimant cannot also be entitled to an award of total disability benefits during a rehabilitation program; the argument implies that allowing recovery for the time spent in
[6] We conclude that the ALJ and BRB did not err in finding that Castro‘s case did not differ materially from Abbott and Newport News so as to preclude application of the Abbott rule. We therefore affirm the award of permanent total disability benefits to Castro during his participation in his OWCP-approved rehabilitation program.
III. CALCULATION OF AVERAGE WEEKLY WAGE
[7] General Construction contends that the ALJ erred in calculating Castro‘s average weekly wage under § 10(a) of the Act,
The relevant subsections of § 10 of the Act state:
Except as otherwise provided in this chapter, the average weekly wage of the injured employee at the
time of the injury shall be taken as the basis upon which to compute compensation and shall be determined as follows: (a) If the injured employee shall have worked in the employment in which he was working at the time of the injury, whether for the same or another employer, during substantially the whole of the year immediately preceding the injury, his average annual earnings shall consist of . . . two hundred and sixty times the average daily wage or salary for a five-day worker . . . .
(c) If . . . the foregoing methods of arriving at the average annual wage of the injured employee cannot reasonably and fairly be applied, such average annual earnings shall be such sum as, having regard to the previous earnings of the injured employee in the employment in which he was working at the time of the injury, and of other employees of the same or most similar class working in the same or most similar employment in the same or neighboring locality. . . .
[8] Section 10(a) plainly applies if the employee “worked in the employment . . . whether for the same or another employer, during substantially the whole of the year immediately preceding the injury.”
General Construction argues that (1) Matulic is contrary to the language of the LHWCA and should be overruled and that (2) even if Matulic is good law, it does not apply to Castro‘s case. We consider each of these arguments in turn.
A. Matulic Is Good Law
General Construction‘s primary arguments for overruling Matulic are as follows: (1) Matulic permits and promotes overcompensation of claimants, a result contrary to the plain language of the LHWCA; (2) the 75% bright line drawn in Matulic creates absurd results; (3) Matulic is inconsistent with the law in other circuits and with the reasoning in relevant Supreme Court precedent.
[9] In Matulic itself, we addressed concerns about whether potential overcompensation was consistent with the purposes of the LHWCA. 154 F.3d at 1057. We noted that no one in the country works every working day of every work week and that Congress must have known that some overcompensation would result from the standard work year of 260 days provided for in the LHWCA. Id. We reasoned that any inaccuracies in estimating wage-earning capacity should normally favor the worker, given the “humanitarian purposes” of the Act and our mandate to construe its provisions broadly in favor of workers. Id.12 General Construction rests virtually its entire argument that the LHWCA reflects a policy against overcompensation on the existence of § 10(c), which acknowledges the possibility that weekly wage calculations may be unfair or unreasonable in some circumstances. Given the virtual inevitability of overcompensation under § 10(a), we decline to interpret the existence of § 10(c) as a statutory bar to any application of the LHWCA resulting in arguable overcompensation.
General Construction‘s absurdity argument rests on the contention that a worker who has worked 75% of the statutory
General Construction also argues that Matulic is inconsistent with the law in other circuits and with Supreme Court precedent. The only circuit opinion cited reaching a result contrary to Matulic is Strand v. Hansen Seaway Service, Inc., 614 F.2d 572 (7th Cir. 1980). But we acknowledged and rejected Strand in Matulic itself, noting “[w]e do not believe such a rigid rule [requiring use of § 10(c) where claimant had worked 84% of the days in the statutory year] is consistent with the intent or purpose of the [LHWCA].” Matulic, 154 F.3d at 1058 n.4. General Construction offers no compelling reason for us to revisit this conclusion.
General Construction also cites the Supreme Court‘s opinion in Director, OWCP v. Greenwich Collieries, 512 U.S. 267 (1994).13 But the limited, technical holding in Greenwich Col-
B. Matulic Applies to the Present Case
General Construction argues that even if we do not overrule Matulic, we should not apply it to the present case because the decision of the ALJ and BRB that § 10(a) could “reasonably and fairly” be applied was not supported by substantial evidence.
This approach has been foreclosed by Matulic itself, which established as a matter of law that application of § 10(a) to a claimant who had worked 75% or more of the statutory 260 days is not unfair or unreasonable. 154 F.3d at 1058-59. During the year preceding his injury, Castro worked 201.35 days out of 260, approximately 77.4% of the year. His case fits precisely within the rule established in Matulic. The fact that he worked fewer days than did the claimant in Matulic is not,
[10] General Construction also argues that, unlike the claimant in Matulic, Castro never earned a weekly wage comparable to the result of the § 10(a) calculation in his case. It notes that the difference between the annual wage resulting from a § 10(a) calculation and Castro‘s actual earnings in the previous year is approximately $12,000. This is not significantly different from the situation in Matulic itself, in which under § 10(a) the claimant received a wage increase of approximately $10,000. 154 F.3d at 1056. It is true that we found the previous year‘s earnings of the claimant in Matulic to have been anomalously low. Id. at 1058. However, that finding was not the basis for our articulation of the bright-line 75% rule. Id. at 1058-59. We based our holding in Matulic on an examination of the purposes of the LHWCA, not the fairness of the result in the particular case. See id. at 1057-59. The factual distinction noted by General Construction is therefore irrelevant to whether or not Matulic applies to the present case. The ALJ and BRB accordingly did not err in applying Matulic and approving calculation of Castro‘s average weekly wage under § 10(a).
IV. GENERAL CONSTRUCTION‘S PROCEDURAL RIGHTS
General Construction argues that it demanded, but was improperly denied, a hearing before an ALJ to determine the necessity of a vocational rehabilitation program for Castro before that plan was implemented. According to General Construction, the LHWCA provides it with the right to an ALJ hearing upon request.
A. The OWCP Did Not Violate General Construction‘s Statutory Procedural Rights
The LHWCA provisions General Construction cites state only that “the deputy commissioner shall make or cause to be made such investigations as he considers necessary in respect of the claim, and upon application of any interested party shall order a hearing thereon,”
[11] We recently described the scope of § 919(c) in Healy Tibbitts, 201 F.3d at 1094. We held that “section 919(c) does not necessarily require an evidentiary hearing before an ALJ on all contested issues.” Healy Tibbitts, 201 F.3d at 1093. We held that ALJs in fact lack jurisdiction over certain disputes, in particular those involving “strictly legal issues,” id. at 1095, and matters within the discretion of a District Director turning on assessments of “reasonableness” and not involving factual questions resolvable by an ALJ, id. at 1097. Thus, the existence of a dispute does not in itself trigger a right to a hearing under the LHWCA.
[13] General Construction also argues that the failure to afford it a hearing violated the APA. But § 919(d) merely requires that any hearings ordered by the Director be conducted in accordance with the APA.
B. The OWCP Did Not Violate General Construction‘s Constitutional Due Process Rights
General Construction claims it was entitled to a hearing before an ALJ prior to implementation of the vocational rehabilitation program, which deprived it of property by requiring
[14] The flaw in General Construction‘s argument is that the OWCP‘s implementation of Castro‘s rehabilitation plan did not, in itself, deprive General Construction of its property, since that implementation did not automatically trigger payment of permanent benefits to Castro. When the issue of disability compensation arose with Castro‘s filing of a claim for benefits, the District Director properly forwarded the matter to the Office of Administrative Law Judges for further handling, and an ALJ held a full hearing on the merits of Castro‘s claim for benefits. General Construction received notice and an opportunity to submit evidence and argument before the ALJ‘s decision awarding compensation and before it was required to pay anything. This constituted a sufficient predeprivation hearing. See Mathews, 424 U.S. at 333 (requiring the opportunity to be heard “at a meaningful time and in a meaningful manner“) (internal quotation marks and citations omitted); Cleveland Bd. of Educ. v. Loudermill, 470 U.S. 532, 542 (1985) (requiring that a party have the opportunity for “some kind of a hearing” before being deprived of a significant property interest) (citation omitted). We conclude, therefore, that the OWCP‘s handling of Castro‘s claim for benefits did not deprive General Construction of its due process rights under the federal Constitution.
For the above-stated reasons, we DENY the petition for review.
DENIED.
WILLIAM W SCHWARZER
SENIOR UNITED STATES DISTRICT JUDGE