On November 14, 1954 Alfred Del-laripa, while in the employ of the defendant, sustained severe injuries which resulted in his death later the same day. His brother, Vincent Dellaripa, was appointed administrator of Alfred’s estate and, on March 8, 1955, commenced the present action under the Federal Employers’ Liability Act, 45 U.S.C.A. § 51 et seq., claiming damages under § 51 for Alfred’s death and under § 59 for the injuries he suffered. The jury returned a verdict of $2,500 for the claim under § 51 and $22,500 for the claim under § 59. Defendant’s motions for judgment n. o. v. or, in the alternative, for a new trial, were denied by the trial judge and this appeal ensued. Upon the appeal, the § 51 award is unchallenged, but the defendant contends that the § 59 award must be reversed because the cause of action thereunder abated during the pendency of the action and because the amount of the verdict is so excessive as to be “monstrous.”
The contention that the § 59 cause of action abated is based upon the fact that Frank Dellaripa, Alfred’s father and nearest surviving relative, died after commencement of the action and prior to trial. Since the action could be maintained only for Frank’s benefit, Chicago, B
&
Q. R. Co. v. Wells-Dickey Trust Co., 1927,
Turning to the merits of defendant’s claim we discover that apparently the only case squarely on point is Rogers v. Fort Worth & D. C. Ry. Co., Tex.Civ.App.1936,
It is difficult to discern any reason why a cause of action under § 59 should abate upon the death of the sole beneficiary when a § 51 cause of action does not. Both sections, though end
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bracing distinct claims, St. Louis, I. M. & S. Ry. Co. v. Craft, 1915,
After the jury returned its verdict, the defendant moved in the trial court to set aside as excessive the award of damages for the § 59 claim, a contention which is renewed before us on appeal. The trial judge, though observing that the jury’s award was perhaps higher than another trier of fact, including himself, would have awarded, concluded that the jury verdict should not be set aside as excessive in view of the extreme nature of the decedent’s injuries, his consequent pain largely unalleviated by drugs, and his apprehension that his leg would have to be amputated. Assuming, without so deciding, that we have the power to review the trial judge’s exercise of discretion in this particular, we cannot find that under the circumstances of this case he abused his discretion by denying a new trial. Particularly in a case such as this, where the amount of the award is necessarily a determination that cannot be reached with exactitude, some leeway must be granted the jury. Surely the trial court has the power to set aside the jury’s verdict if he believes that it is excessive, but obviously that power must be exercised with due regard for the jury’s primary responsibility to fix the amount of the damages. However, responsibility for the amount of damages awarded does not lie exclusively with the jury — its responsibility is primary, but not final. The ultimate responsibility rests with the trial judge who may set a verdict aside. His power to set aside a verdict as excessive implies that he has a duty to do so when he conscientiously belives that the jury has exceeded the bounds of propriety. This duty should not be avoided by hiding behind the jury’s verdict. Here, because we believe that the trial judge in this case did conscientiously exercise his discretion, and that he did not abuse it, we avoid reaching the issue of our power to-review his exercise of discretion.
Affirmed.
Notes
. 28 U.S.C. § 2105 provides that “There shall be no reversal in the Supreme Court or a court of appeals for- error in ruling upon matters in abatement which do not involve jurisdiction.”
. Each section provides that upon the death of an employee his personal representative may maintain an action against the employer “for the benefit of the surviving widow or husband and children of sucli employee;!,] and, if none, then of such employee’s parents; and, if none, then of tho next of Mn dependent upon such employee * * * ”
