Electrical Assemblers -- the Data Are Solvable

There are eleven unskilled light and sedentary unskilled Dictionary of Occupational Title (DOT) codes classified under the Standard Occupational Classification (SOC) formerly referred to as electrical and electronic equipment assemblers (SOC 51-2022). The O*NET crosswalk lists 61 DOT codes. The O*NET still addresses characteristics of SOC 51-2022. The first problem arises in establishing job numbers in current Occupational Outlook Handbook (OOH) or Occupational Employment and Wage Statistics (OEWS). 

The OOH collects assemblers and fabricators from eight SOC groups:

Those eight SOC groups aggregate to almost 2 million jobs. The closest match is SOC 51-2028. That SOC adds in electromechanical assemblers. The OEWS lists SOC 51-2028 Electrical, Electronic, and Electromechanical Assemblers, Except Coil Winders, Tapers, and Finishers and defines it:

This occupation includes 2018 SOC occupations 51-2022 Electrical and Electronic Equipment Assemblers and 51-2023 Electromechanical Equipment Assemblers.

Problem solved. Electrical equipment assemblers listed in DOT that crosswalk to 51-2022 are now classified by the Department of Labor under SOC 51-2028. The OOH estimates 290,600 jobs. The OEWS estimates 267,440 jobs. The OOH includes self-employed people, the OEWS does not. The OOH relies on the Employment Projections (EP) published every two years, the OEWS is published annually on a three-year running average. Different methodologies yield slightly different results. The EP provide a total wage and salary employment, estimating 270,800 jobs in SOC 51-2028. That estimate, counting the same data as the OEWS, puts to the two sources less than 1% different. 

The EP and OEWS put most of the jobs for SOC 51-2028 in the manufacturing sector (NAICS 31-33) and most of those jobs in four subsectors:

Back to the question of what the jobs require. The ORS and the O*NET report job requirements under SOC 51-2022. The ORS (2018, 2023) reports:

We can extract from the data several patent observations. Most of the jobs are either sedentary or light. Less than 30% of the jobs are unskilled. Many, if not most of the jobs sit more than six hours in a workday. At least 25%  of the jobs that do not sit most of the day stand more than six hours in a workday. 

BLS tells users how to calculate jobs numbers. Calculating Occupational Employment for Job Requirements. Multiply the serial percentages together. How many sedentary unskilled jobs exist with at least some choice of sitting or standing?

If a worker has a choice of sitting or standing, the ORS Collections Manual directs employers to code sitting as required. Page 112. The choice of sitting or standing exists when:

• Workers typically have the flexibility to choose between sitting and standing throughout the day and 
• There is no assigned time during the day to sit or stand and 
• No external factors determine whether an employee must sit or stand.

ORS Collections Manual, page 116. Use of a standing desk is an example provided. But so too does the ORS classify as a choice of sitting or standing for traveling sales representative choosing when to travel and when to make presentations, a billing supervisor that chooses when to resolve problems in the office, a clerk filing invoices, and a school teacher that chooses when to sit or stand while giving instructions. Page 117. Less than 40% of workers in SOC 51-2028 (including 51-2022) have a choice. That choice does not implicate a choice to stand/walk at least two hours in a workday for sedentary jobs. But for light and medium work, when the ORS lists a standing requirement (which always includes walking), a choice of sitting or standing does not apply. Choice is always categorized as sitting. 

These data points are solvable. It starts with a desire to know, a desire not to let the witness rob your client of benefits. The solution to the puzzle requires a working knowledge of the DOT, crosswalks, OOH, EP, OEWS, O*NET, and ORS. 

You can do this. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Electrical Assemblers -- the Data Are Solvable, California Social Security Attorney (December 31, 2024) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

Social Security Ruling 24-3p -- Reliable Sources of Rebuttal Evidence

I am reminded of Game of Thrones, "winter is coming." And so is SSR 24-3p. We discussed the ruling in the Zoom meeting on December 17, 2024. If you did not get a chance to participate (we had over 170 attendees at different points), it is available. The question is how to prepare for the winter that is coming, what are the reliable data sources that we can use and request administrative notice? 

    1. Occupational Requirements Survey (ORS) 

We addressed the ORS in May 2022. The hyperlink to the Handbook of Methods now opens the version last modified on January 29, 2024. That is the beauty of links to pages that change without changing their address. The ORS responds to the question of reliability of its calculations. 

The ORS provides occupation information at the SOC code 

    2. Occupational Information Network (O*NET)

SSA has long eschewed use of the O*NET because it does not fit the Appendix 2 guidelines. That does not mean that the O*NET is not useful for non-exertional limitations and assessing the incidence of full-time work. It is reliable and used by rehabilitation professionals. The O*NET provides occupation information at the SOC code plus two more digits (typically .00), making the SOC code an O*NET code. 

On November 14, 2024, OMB approved a three-year extension of the O*NET Data Collection effort. In 2023, the O*NET project sought OMB approval for this extension. As part of the clearance process, public comments were sought on the data collection. A Federal Register Notice, published on July 31, 2023, announced the availability to the public of the O*NET "Information Collection Request" (ICR). A second Federal Register Notice, published on January 17, 2024, announced an additional comment period which concluded on February 16, 2024.

The 2024 OMB Clearance Package is available on the O*NET. 

    3. Occupational Employment and Wage Statistics (OEWS)

SSR 24-3p specifically mentions the OEWS. The OEWS provides job numbers at the occupation-industry intersection (SOC-NAICS) in a searchable format not easily accessed. 

    4. Occupational Outlook Handbook (OOH)

The administrative notice regulation identifies the OOH as an example of reliable published government data. 20 CFR 404.1566(d)(5). It is updated about every two years.

    5. Employment Projections (EP)

The OOH reports and links to the EP for its current job numbers and 10-year projections. It is updated about every two years. The EP tables linked in the OOH provide job numbers at the occupation-industry intersection (SOC-NAICS). 

    6. County Business Patterns (CBP)

The administrative notice regulation identifies the CBP as an example of reliable published government data. 20 CFR 404.1566(d)(2). It is updated every two years. The data is not easily accessed. CBP reports job numbers by industry (NAICS). 

    7. Dictionary of Occupational Titles (DOT) 

The DOT continues to as a reliable source for SSA adjudication despite its age (10,000 DOT codes have a DLU of 1977 and 3,000 DOT codes have a DLU after 1977 but before 1991). 20 CFR 404.1566(d)(1).

    8. Selected Characteristics of Occupations (SCO)

The SCO is the DOT companion publication. It is part of the DOT dataset. Additional parts of the data set not included in the DOT and SCO are work fields; materials, products, subject matter, and services (MPSMS) codes; temperaments; and aptitudes. SSA applies WF and MPSMS as part of the transferability of skills analysis. 

    9. North American Industry Classification System (NAICS Manual 2022)

 The NAICS Manual explains the two-digit sectors, three-digit subsectors, four-digit industry groups, and five- and six-digit specific industries used by SkillTRAN, OEWS, EP, and CBP. Download it as it is amended. The last sequence was 2017 and 2022. 

    10. Revised Handbook for Analyzing Jobs (RHAJ)

The RHAJ explains the information contained in the complete DOT data set including the DOT, SOC, and the unselected characteristics including the WF and the MPSMS codes. Download it once. 

            Use of the data sources is not complicated but it is cumbersome the first ten times. It gets easier. A witness identifies a DOT code. Each DOT code is assigned to one or more SOC codes. SOC codes correspond directly to OEWS and O*NET codes. 

            If the case calls for discerning job numbers, those numbers appear first in the SOC codes found in the EP and OEWS. DOT codes exist in one or more industries. SkillTRAN products identify those industries. Some of those industry selections have an apparent conflict with the DOT industry designation or the job functions described. The SOC group job number is never applicable to a DOT code. 

            If the witness relies on generic SOC code assignments, the industry may not matter. It is incumbent to ask which industries the witness observed the occupation working. Both with DOT and SOC based identification, the ORS and O*NET must be used to erode the occupational base. The factors come from the residual functional capacity:

                1. Skill level

                2. Full-time vs. part-time

                3. Exertional demands

                     a. Strength

                     b. Sitting limitations

                     c. Standing (including walking) limitations

                     d. Other parts of strength not included in the sedentary-light-medium classification

                4. Non-exertional demands

                     a. Contact with others (face-to-face, telephone, or otherwise)

                     b. Interaction with the public

                     c. Teamwork limitations

                     d. Pace limitations

                     e. Postural limitations

                     f. Manipulative limitations

This list is illustrative and not exhaustive. A case might require more or less investigation. 

I recommend www.occucollect.com. We have the data accessible and presentable. 

Bon voyage. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Social Security Ruling 24-3p -- Reliable Sources of Rebuttal Evidence , California Social Security Attorney (December 23, 2024) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

Social Security Ruling 24-3p -- The Demise of 00-4p

The Social Security Administration published SSR 24-3p on December 6, 2024. By administrative proclamation (without notice and comment), SSA announces new rules for steps four and five of the sequential evaluation process. SSR 24-3p:

1. Rescinds SSR 00-4p (referred to twice as SSR 00-04p). 

2. Explains a new standard for evaluating whether vocational evidence is sufficient to support a decision. 

SSR 00-4p resulted from the Tenth Circuit decision in Haddock v. Apfel. SSA initially responded to Haddock with AR 00-3(10) to cabin the the duty to inquire into the consistency with the Dictionary of Occupational Titles (DOT) to the Tenth Circuit. SSA explained:

According to our procedures, an ALJ must resolve conflicts in the evidence. This includes conflicts in opinion evidence from a VE and job information contained in the DOT. When such conflicts are evident, the expert should be asked to explain the basis for his or her opinion and the reason it differs with the DOT. The ALJ is responsible for resolving the conflict and must explain in the determination or decision how the conflict was resolved. Unlike the court's holding, our procedures do not place an affirmative responsibility on the ALJ to ask the expert about the possibility of a conflict between the evidence that he or she provides and the information in the DOT.

...

We intend to clarify the regulations at issue in this case, 20 CFR 404.1566 and 416.966, through publication of an SSR and we may rescind this Ruling when the clarification is made. 

 SSA made the affirmative responsibility on the ALJ about consistency with the DOT national policy when it published SSR 00-4p. SSR B24-3p restates the explanation of agency policy in AR  00-3(10):

Adjudicator Responsibilities 

Our adjudicators are responsible for evaluating the VS or VE evidence within the context of the overall evidence in the claim. If the VS or VE does not provide the expected information and explanation outlined above, the adjudicator will usually need to develop the record with sufficient evidence to make a supported finding at step four or step five of the sequential evaluation process.16

16Our determinations and decisions are based on the preponderance of the evidence standard. See 20 CFR 404.902, 404.920, 404.953, 416.1402, 416.1420, and 416.1453.

The phrase "expected information and explanation" does not appear elsewhere in the ruling nor does the word "expected."  SSA confirms in the purpose statement that the agency would obtain a reasonable explanation and resolve conflicts between testimony and the DOT/SCO and explain that resolution. SSA affirms the validity and reliability of the DOT as a source for occupational information. SSA observes that federal statistical data is not reported in the Standard Occupational Classification (SOC) system. 

 NEWS FLASH - The DOT has never reported job numbers -- see footnote 12. 

 In the last last clause of the last sentence in the penultimate paragraph of the statement of policy, SSA nails why we need this ruling:

and the requirements of SSR 00–4p might discourage VSs and VEs from using occupational data in sources other than the DOT.

The new policy interpretation confirms that SSA continues to take administrative notice of the DOT. SSA clings to the notion that the DOT described the maximum requirements of work as generally performed. This awkward language is in SSR 00-4p. It is wrong and continues to be wrong. First, maximum and generally set up an oxymoron. As the work is generally performed, this is the maximum. That does not make sense. Furthermore, the DOT Appendix D states that it sets forth the requirements of work as typically performed in the national economy. 

 SSA now allows vocational witnesses to rely on the Occupational Employment and Wage Statistics (OEWS) and the Occupational Requirements Survey (ORS). It is not clear why SSA has not pointed to the Occupational Outlook Handbook and its source Employment Projections as a source for job numbers. The regulations do identify the OOH as an example of administrative notice. The OOH explicitly relies on the EP. For the numbers of jobs within a SOC-industry classification (NAICS), the EP is much easier to use than the OEWS. OccuCollect.com makes them equally accessible to ascertain occupation- industry job numbers. 

And there we have it. The door is wide open to use the Bureau of Labor Statistics data to prove the requirements for work and the number of jobs in occupations courtesy of SSR 24-3p. Now use them. The valuable resources to establish job numbers in a DOT code:

1. Employment Projections (SOC job numbers and industry specific job numbers)
2. Occupational Employment and Wage Statistics (SOC job numbers and industry specific job numbers)
3. Occupational Requirements Survey (for the requirement of work)
4. Occupational Information Network (O*NET) (for the requirements of work)

5. County Business Patterns (for job numbers in specific five and six digit industry codes not captured by the EP and OEWS)

SkillTRAN products are useful for identifying industries applicable to an occupation and to identify co-existing DOT codes at that SOC-NAICS intersections. SkillTRAN does not parse data using the ORS or O*NET but instead uses equal distribution at the SOC-NAICS intersections. Some of SkillTRAN's industry selections are also subject to attack.  

And now the bad news -- raise it or forfeit it. Footnote 10 cites to 20 CFR 404.1740, 416.1540 and states:

Raising relevant questions about or challenges to the VE’s testimony at the time of the hearing, when the VE is ready and available to answer them, furthers the efficient, fair, and orderly conduct of the administrative decision-making process.

SSA provides an example estimating 1.3 million fast food workers in the national economy, representing a plurality of the jobs in SOC 35–3023 Fast Food and Counter Workers. The O*NET states that 79% of fast food workers do not work 40 hours per week. A mere 21% work full-time. Before starting with the exertional and non-exertional limitations for a claimant, we reduce the 3.3 million jobs to 268,950 under SSR 96-8p (full-time at step five). The ORS reports that 60.2% of jobs require light exertion. Now we are down to 420,353. The ORS states that 94% of jobs are unskilled, causing an additional 6% reduction. We are looking for the coups de grace and jump to standing/walking. The ORS reports that fast food workers stand 95% of the day at the 10th percentile. If the claimant has a limitation to standing/walking about six hours in a workday, this occupation does not meet that limitation. 

We are not robbed of our commonsense when we appear in a hearing. We know that fast food workers are part-time, that some of them require skills, and we know that the cooks and cashiers do not get to sit down on the job. Cross examination? Yes, please. 

Q. What percentage of fast food workers in SOC 35-3023 engage in full as opposed to part-time work?

Q. What percentage of fast food workers in SOC 35-3023 engage in unskilled work?

Q. What percentage of fast food workers in SOC 35-3023 engage light work?

Q. What percentage of fast food workers in SOC 35-3023 have a requirement to stand/walk more than six hours in a full-time workday?

Q. Is your testimony consistent with the Occupational Requirements Survey?

Q. Is your testimony consistent with the O*NET OnLine?

 Whatever limitations the ALJ frames, that is the starting point for examination. Study and become familiar with the ORS, O*NET, OEWS, EP, CBP, and all SkillTRAN products. 

And then eviscerate the witness.

___________________________

Suggested Citation:

Lawrence Rohlfing, Social Security Ruling 24-3p -- The Demise of 00-4p, California Social Security Attorney (December 6, 2024) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

Writing Conventions Redux -- Say Her Name

 I wrote about the use of Mr. and Ms. in Writing Conventions -- Mr. and Ms. in February 2021. After watching of Your Honor on NetFlix, I thought it worthwhile to revisit the issue. Spoiler alert, if you intend to watch the series and don't want to read the first three pages of the last chapter of the book first, just go back to the 2021 post. 

Breonna Taylor was shot and killed by police officers in Louisville, Kentucky, during the service of a no knock warrant. The protests that followed carried the cry, "Say her name." ABC produced a multi-part documentary about Taylor. YouTube lists six videos, #SayHerName, an open letter to the mother of Breonna Taylor. Stripping Taylor of her name removes the human from the equation. Our culture demands that we recognize the person by saying their name. 

Back to Your Honor. The plot line related to the point of this piece, to say the name of our clients, is simple. Eugene Jones is on trial for trying to kill the son of a mobster that killed his brother (Kofi) but ends up killing the son (Adam) of a dishonored judge (Desiato) that tried to cover up the son's hit and run that killed the younger son (Rocco) of the mobster. That's all we need to know. To the pivotal scene, Eugene tells the jury that his mother had been busted for possession of drugs. Desiato dismisses the charges because the cops lied. The cops arrested Kofi for stealing Desiato's car, the one that Adam drove in the hit and run. 

Eugene describes the next day, he left the house to go get food because the family had not eaten all day. On his way back, the house explodes with his mother and three younger siblings inside. After further examination by defense counsel, the prosecutor objects on the grounds that the question mischaracterized "the deaths of a mother and her children." Eugene responds, "they have names." The judge in the trial asks Eugene to repeat what he said:

Everyone keeps saying ... mother and her children.

My mom was Female Jones, and her kids were Goodluck, Sophie, and Rose. And they have names.

Powerful scene beautifully rendered, and a poignant reminder that people have names. We don't speak to the consultative examiner by that title, we use the doctor's name. But it isn't the doctor's case yet we give more respect to the doctor than our own clients. Say her name. 

Whether it is the real life story of Breonna Taylor or the fictional account of Eugene Jones saying the names of Female, Goodluck, Sophie, and Rose the result is the same. People want their names to be said. The speaking of their names makes their intrinsic humanity real. 

I have long advocated for the use of our clients' last names in our briefing. The Federal Rules of Civil Procedure gives a hollow veil of privacy using the first name, and often the middle name or initial, and partially redacting the last name to the initial. The docket is a public record available on a multitude of websites. If I want to know the name of a client in a particular case, give me five minutes but I only need two. Rule 5.2 is lattice that provides a hint of privacy. So let's drop the charade and listen to our culture, say her name. She is a person with dignity and rights. She has the right to not be called by a demonstrative pronoun or a non-specific temporal status identifier. Say her name. If you want to use the first name and last initial, go for it. But please, your client is not "plaintiff" or even "Plaintiff." 

Say her name. 

Postscript -- I find it difficult to watch legal shows. I struggle to suspend reality. So I confess, Maggie watched the entire two seasons, I watched the first episode, parts of several others, and the last episode. Maggie filled me in on the plot lines and character development. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Writing Conventions Redux -- Say Her Name, California Social Security Attorney (October 14, 2024) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

The Top Five Job Numbers for Light Unskilled Work

 The growing ubiquity of SkillTRAN and its flagship Job Browser Pro ("JBP") makes it imperative to use and understand the strengths and weaknesses of JBP standing alone and incorporated into OASYS. Searching for light unskilled work using OASY S provides the list of DOT codes sorted by job numbers. 

We start with the observation that JBP list sets out 1,572 DOT codes ranging from 458,000 jobs to 1 job with 124 DOT codes representing no jobs. JBP lists 52 DOT codes as representing 10,000 or more jobs. The 1,572 DOT codes represent about 3.5 million jobs. The top five occupations represent over 1.2 million jobs, more than a third of the total. The top five answers on the board are:

We know where most of these jobs exist. Cashiers work predominantly in retail trade. Power-screwdriver operator is a manufacturing occupation. Housekeeping cleaner work in accommodation in almost have the jobs. Marker works in retail trade, hence the DOT industry designation. And counter attendants work in hotels and restaurants. What we intuitively know is backed up the Occupational and Wage Employment Statistics ("OEWS") and the Employment Projections ("EP"). 

In estimating job numbers for a Social Security disability case, the first question is whether the work represents full-time work. The second question asks for the other physical demands of that full-time work. 

1. Cashiers

The O*NET reports that 43% of cashiers represent full-time work. JBP estimates 32% of jobs represent full-time work. 

The 2023 Occupational Requirements Survey ("ORS") states that cashiers have a maximum lift/carry of 25 pounds at the median. Labor currently defines light work as up to 25 pounds occasionally. SSA has not re-defined light work but to make the program fit with Labor's data, expect that change before the abandonment of the DOT. The 2018 ORS estimated that 35.5% of cashiers engaged in light work. The 2023 ORS does not give a strength estimate by neat classification. 

The estimate of strength requires consideration of maximum weight lifted, frequent weight lifted, occasional weight lifted, and constant weight lifted. 

The constant (68% or more of the day) lifting a negligible weight (one pound or less) is light work even if that is the only lifting requirement. Constant lifting of up to 10 pounds is medium work. Constant lifting of up to 25 pounds is heavy work.  

Frequent lifting of a negligible weight is sedentary work. Frequent lifting up to 10 pounds is light work. Frequent lifting up to 25 pounds is medium work. Frequent lifting up to 50 pounds is heavy work. 

Occasional lifting includes the category of seldom in the ORS and probably the separate measure of maximum lifted. 

What percentage of cashiers engage in light exertion? I use the 2018 first wave final estimate, 35.5%. It is a final first wave estimate. The data does not permit a clean demarcation of 25 versus 20 pounds lifted. 

If a witness wants to use JBP, use the 32% full-time estimate. If a witness does not use JBP, use the 43% full-time estimate. 

Based on the data, there are probably between 1.1 and  1.5 million cashiers working full-time. There are probably between 391,000 and 525,000 light cashier jobs. 

The SSA doctors (CE and DDS) reflexively endorse about six hours of standing/walking in a workday. How many cashiers do not have an expected work requirement of standing/walking six hours? None. The 2018 data set reports standing (including walking) 87.5% of the workday; the 2023 data set reports standing 80% of the workday. The choice of sitting or standing does not limit the amount of standing. The choice applies where the employer endorses sitting but the person can stand or where the job has some functions that sit and some that require standing and the employee can choose when to perform those two different functions. It is not a measure of a sit-stand option. A choice exists in 4.4% of jobs on the 2023 ORS and 5.4% of jobs on the 2018 ORS. 

The number of light unskilled cashier jobs that stand/walk six hours or less in a full-time workday is not statistically represented but is clearly less than 10% of jobs. Stated differently, there is no basis for taking administrative notice of full-time cashier work with standing/walking six hours or less. 

2. Power-Screwdriver Operator

SkillTRAN puts power-screwdriver operator in SOC OEWS group 51-2090, assemblers and fabricators. OEWS use of code 51-2090 includes 51-2092 and 51-2099. It is a composite. The Occupational Outlook Handbook (OOH) also reports 51-2090. I expect that Labor will break out miscellaneous assemblers and fabricators in the next OOH/OEWS releases. 

The OEWS and EP/OOH report between 1,489.280 and 1,498,300 wage and salary employment jobs for assemblers and fabricators.  

The ORS reports that 41.8% of assemblers and fabricators engage in light work -- lifting/carrying up to 25 pounds. 

The ORS reports that less than 63% of assemblers and fabricators engage in unskilled work. 

Using the BLS methodology:

                        1.5 million x 41.8% = 627,000 light jobs

                        627,000 x 63% = 395,010 light unskilled jobs

At the mean, assemblers and fabricators stand/walk 84.2% of the day. At the 25th percentile, assemblers and fabricators stand/walk 85% of the day. The ORS reports < 5% of jobs require sedentary exertion. This not statistical basis for the inference that there are assembler and fabricator jobs that do not require more than 75% of the day standing/walking and do not represent sedentary work. (8 x 75% = 6). 

3. Housekeeping Cleaner

SkillTRAN puts housekeeping cleaner in SOC/OEWS code 37-2012, maids and housekeeping cleaners. SkillTRAN estimates that 54% of maids and housekeeping cleaners represent full-time work. The O*NET reports 86% of maids and housekeeping cleaners represent full-time work. 

The OEWS and EP/OOH report between 826,230 and 1,215,400 wage and salary employment jobs.  

The ORS reports that 70.5% of  maids and housekeeping cleaners engage in light work -- lifting/carrying up to 25 pounds. 

The ORS reports that less than 91.4% of  maids and housekeeping cleaners engage in unskilled work. 

Using the BLS methodology:

                        1.2 million x 70.5% = 846,000 light jobs

                        846,000 x 91.4% = 773,244 light unskilled jobs

At the mean,  maids and housekeeping cleaners stand/walk 95.7% of the day. At the 10th percentile,  maids and housekeeping cleaners stand/walk 87.5% of the day. There is no statistical basis for the inference that there are  maids and housekeeping cleaners jobs that do not require more than 75% of the day standing/walking. 

4. Marker

SkillTRAN puts marker in SOC/OEWS code 53-7065, stockers and order fillers. SkillTRAN estimates that 58% of stockers and order fillers represent full-time work. The O*NET reports 68% of stockers and order fillers represent full-time work. 

The OEWS and EP/OOH report between 2,872,680 and 2,861,200 wage and salary employment jobs for stockers and order fillers.  

The ORS reports that stockers and order fillers have a maximum lift/carry of 25 pounds at the 10th percentile -- BLS defined light work. 

The ORS reports that less than 85.5% of  stockers and order fillers engage in unskilled work. 

Using the BLS methodology:

                        2.8 million x 10% = 280,000 light jobs

                        280,000 x 85.5% = 239,400 light unskilled jobs

At the mean,  stockers and order fillers stand/walk 91.8% of the day. At the 10th percentile, stockers and order fillers stand/walk 80.0% of the day. There is no statistical basis for the inference that there are  stockers and order fillers jobs that do not require more than 75% of the day standing/walking. 

5. Counter Attendant

SkillTRAN puts marker in SOC/OEWS code 53-7065, stockers and order fillers. SkillTRAN estimates that 58% of stockers and order fillers represent full-time work. The O*NET reports 68% of stockers and order fillers represent full-time work. 

The OEWS and EP/OOH report between 2,872,680 and 2,861,200 wage and salary employment jobs for stockers and order fillers.  

The ORS reports that stockers and order fillers have a maximum lift/carry of 25 pounds at the 10th percentile -- BLS defined light work. 

The ORS reports that less than 85.5% of  stockers and order fillers engage in unskilled work. 

Using the BLS methodology:

                        2.8 million x 10% = 280,000 light jobs

                        280,000 x 85.5% = 239,400 light unskilled jobs

At the mean,  stockers and order fillers stand/walk 91.8% of the day. At the 10th percentile, stockers and order fillers stand/walk 80.0% of the day. There is no statistical basis for the inference that there are  stockers and order fillers jobs that do not require more than 75% of the day standing/walking. 

We have examined a third of the light unskilled jobs according to SkillTRAN and its various products. We know from commonsense confirmed by the ORS that light work often requires more than six hours of standing/walking during a full-time workday. This raises the problem of agency policy, SSR 83-10. 

6. Resources

Every person that represents people at hearings needs access to and learn how to use SkillTRAN products Job Browser Pro and/or OASYS. Every representative must understand and know how to use the O*NET, ORS, County Business Patterns, the Occupational Outlook Handbook, the Occupational Employment and Wage Statistics, and the Employment Projections. SkillTRAN links to or reproduces many of these government publications. So too does OccuCollect. 

7. Agency Policy Is Misunderstood and Applied

SSR 83-10 uses the mantra that light and medium work require approximately six hours of walking or standing in a workday. The agency no longer specifies the amount of standing and walking. The state agency does, "about 6 hours." Most vocational experts assume that the absence of a statement implies that the person can stand/walk the whole day. More importantly, SSR 83-10 refines the approximately six hours of standing/walking with the statement, "Sitting may occur intermittently during the remaining time." The remaining time is two hours. Intermittently does not mean the entire time. SSR 83-10 is misunderstood by the agency because it won't read the next sentence for light or medium work. Intermittently means something different than the entirety of the rest of the time. 

___________________________

Suggested Citation:

Lawrence Rohlfing, The Top Five Job Numbers for Light Unskilled Work, California Social Security Attorney (October 1, 2024) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

Unskilled Work -- Not Defined in the DOT

Unskilled work is a phrase that the Dictionary of Occupational Titles does not use and does not define. The DOT does define specific vocational preparation (SVP) with SVP 1 requiring short time and SVP 2 requiring up to 30 days. SSA has long defined unskilled work as requiring SVP 1 or 2. Or has it?

The regulations define unskilled, semi-skilled, and skilled work. 20 CFR § 404.1568. Subsection (a) defines unskilled work:

Unskilled work is work which needs little or no judgment to do simple duties that can be learned on the job in a short period of time. The job may or may not require considerable strength. For example, we consider jobs unskilled if the primary work duties are handling, feeding and offbearing (that is, placing or removing materials from machines which are automatic or operated by others), or machine tending, and a person can usually learn to do the job in 30 days, and little specific vocational preparation and judgment are needed. A person does not gain work skills by doing unskilled jobs.

 The first sentence contains the word that. Merriam-Webster defines that in paragraph 1.c as "the kind or thing specified as follows." The structure of the definition implies three elements to the definition of unskilled work: (1) little or no judgment; (2) doing simple duties; and (3) learned in a short period of time. If the occupation requires more than little or no judgment, requires doing more than simple duties, or requires a learning in more than a short period of time, it is not unskilled on the Commissioner's regulation. 

The regulation continues to define simple duties that require little or no judgment. Those kinds of duties require: (1) handling; (2) feeding and off bearing; and (3) machine tending. Those duties can be learned in 30 days and require little specific vocational preparation and judgment. We see not only three types of duties but also 30 days or less of training (SVP) and little judgment. The critical word is and, a conjunction. 

What kinds of jobs require handling, feeding and off bearing, or machine tending? Thanks for asking. We turn to the DOT Appendix B. The DOT defines the data, people, and things codes -- the middle three digits of the DOT number. The things code, the sixth digit, the last digit before the hyphen, is the one we are looking at. 

                5 Tending

                6 Feeding-Off Bearing

                7 Handling

If the things code is 0-4, the job does not require as its primary worker functions tending, feeding and off bearing, or handling. Those codes mean:

                0 Setting up

                1 Precision Working

                2 Operating-Controlling

                3 Driving-Operating

                4 Manipulating

Those thing codes do not match the examples of unskilled work define in § 404.1568(a). Those jobs do not require little or no judgment and are not simple even if they require 30 days or less of training (SVP 1 or 2). I did not write the regulation so don't blame me if this upsets your applecart. 

 Chapter 3 of the Revised Handbook for Analyzing Jobs (RHAJ) makes this point clear. Tending and feeding-off bearing are machine-related levels of worker function that require little or no latitude for judgment. Handling is a nonmachine-related level of worker function that requires little or no latitude for judgment. 

The RHAJ defines operating-controlling, driving-operating, and manipulating as having some latitude for judgment. Operating-controlling, driving-operating, and manipulating are not examples of work that require little or no judgment as unskilled work is described in § 404.1568(a). 

The DOT lists 334 codes with the things worker function as 2, 3, or 4. A fair question raised by the SSA regulation asks whether operating-controlling things, driving-operating things, or manipulating things requires simple duties involving little or no judgment despite meeting the and requirement of 30 days or less to learn the occupation's functions. Neither operating-controlling things, driving-operating things, nor manipulating things are examples of unskilled work in § 404.1568(a). SSA could have left the definition of unskilled work as SVP 1 or 2 but did not. SSA defined unskilled work by specifying judgment, learning period, and giving examples of worker functions that fit neatly within the structure of the DOT and RHAJ, the definition of all terms used in the DOT dataset. 

A venerable stalwart in Social Security litigation historically warned that new ideas are frequently wrong. Convincing the courts that the definition of unskilled does not include all occupations with an SVP 1 or 2 is a dangerous undertaking. This piece illustrates that the regulations do not define simple work requiring little or no judgment as the universe of unskilled work. Occupations that do not fit the tending, feeding-off bearing, handling can be considered unskilled but should not be considered simple, repetitive tasks involving little or no judgment. Reasoning level is not the only marker of conflict with an SRT limitation. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Unskilled Work -- Not Defined in the DOT, California Social Security Attorney (October 1, 2024) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

Stiffler v. O'Malley -- Not a Good Decision

The Ninth Circuit published Stiffler v. O'Malley, 102 F.4th 1102 (9th Cir. 2024) on May 28, 2024. The Court disposed on the second issue first, the persuasive value assigned to the treating physician. The Court found that there is no conflict between "few workplace changes" and the "few variables" described in DOT reasoning level 2. 

1. Dr. Khosh-Chashm

Dr. Khosh-Chashm opined that Stiffler had marked differences from peers in social and communication behaviors, struggled to interpret social cues, and had limited decision-making abilities. Dr. Khosh-Chashm opined that Stiffler lacked the skills necessary to maintain gainful employment. Dr. Khosh-Chashm completed medical source statement opining that Stiffler had extreme difficulty with respect to her ability to understand, remember, or apply information; interact with others; concentrate, persist, or maintain pace; and adapt or manage herself.

The Court found that Dr. Khosh-Chashm did not explain his findings. The Court also found that those opinions were inconsistent with those of the Dr. Goldberg and Dr. Bilik. 

That begs the question posed by section 416.920c(c) -- compared to what? The regulation and the federal register address equally supported and consistent opinions. Every physician opinion argument must contain a comparison. If the ALJ finds that the favorable opinion is not supported (explained), the question is whether the explanation compares to the opinions expressed by less favorable opinions/findings. If the ALJ finds that the favorable opinion is inconsistent with other findings, then the ALJ must conclude that the accepted findings are inconsistent with the rejected findings. If that were not true, then there could never exist a circumstance where two opinions could be equally supported and consistent requiring the resort to the "relationship factors." 

2. Few Workplace Changes

The Court engages in the judicially discovered concept that "workplace" refers to the physical place of work and not procedural changes "in" the workplace. The Court does not tell the world that the ALJ defined workplace changes as the physical environment. A reasonable person would conclude that the Court made it up. 

The Court compares "few workplace changes" to the definition of reasoning level 2 in the DOT. Reasoning level 2 requires the ability to deal with few variables. Reasoning level 1 requires the ability to deal with occasional or no variables. One level of reasoning deals with the set and one level of reasoning deals with the frequency. The Court evaded the real question comparing the RFC to both definitions.

This matter is now pending a petition for rehearing or rehearing en banc on issue number 2. 

Distressing and disappointed. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Stiffler v. O'Malley -- Not a Good Decision, California Social Security Attorney (June 29, 2024)

https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

 

A Vocational Expert Responds -- and I Reply

 I wrote about the Reliability of the Occupational Requirements Survey in May 2022. This week, a vocational witness left this reply:

GilkisonMay 15, 2024 at 7:28 PM

Here is where I am, as a Vocational Expert. Since the ORS groups things by SOC code and not a specific DOT code, it is impossible to break down all the variables to a point that it is reliable. You can have a SOC with, let's say, 20 DOT codes. We can not assume that each job would match the ORS information. And, as an expert, I have to use all the ORS data, even down to "ramps and stairs" and "ladders ropes and scaffolds". Pretty much made up my mind to walk away until they fix this mess which we all know might never happen.

This is a really good response. How does anyone break down the SOC groups to apply to individual DOT codes? Fair comment. If a VW cannot break down the data in the ORS to the individual DOT codes, how does a VW break down the one variable from the Employment Projections (the foundation of the OOH) or the Occupational Employment and Wage Statistics (OEWS, used by SkillTRAN) -- job numbers -- to any individual DOT code? 

Whatever methodology a statistician uses to break down job numbers, that statistician would use the same techniques for breaking down the physical, cognitive, environmental, or experiential requirements of work described in the ORS. SkillTRAN uses an occupational density model (an opaque phrase). That method uses the industry designation or the job duty descriptions to pick industries appropriate for that DOT code. SkillTRAN engages that process for all DOT codes. Using OEWS and County Business Patterns data, SkillTRAN accumulates the job numbers for that SOC/OEWS code at those industry (NAICS) intersections, and then divides by the number of DOT codes. Adding up the job numbers in each SOC-NAICS intersection results in a job number estimate. SkillTRAN uses the suspect equal distribution method for calculating job numbers at the SOC-NAICS intersection. 

The ORS is a blunt knife. With the data that is now available, the question asks whether it is possible for the job number suggested by SkillTRAN or the VW to be reliable. Vague discussions don't help. Examples crystalize the problem. 

There are 1,590 DOT codes aggregated in production workers, all other including 52 of the 137 sedentary unskilled DOT codes. The 2022 EP estimates that 275,300 jobs exist for this broad occupational group. The OEWS estimates 243,500 jobs. The ORS reports a null estimate for sedentary jobs regardless of skill level. SkillTRAN reports less than 0.5%. Any estimate over 1,376 jobs for all sedentary occupations (skilled, semi-skilled, and unskilled) does not conform to the ORS. 

Production workers, all other contains 405 light unskilled DOT codes. The ORS reports 11.1% of the jobs represent light work. Let's round off and call it 30,000 light jobs. Any testimony that there are 30,000 light unskilled jobs in a single light unskilled DOT code conflicts with the ORS. Accounting for the 26.4% of unskilled work and engaging the assumption that skill levels distribute across the exertional levels permits less than 3,000 light unskilled production workers in 405 DOT codes. 

This application of the ORS does not try to tease out the job numbers for a DOT code. This application of the ORS extracts the job numbers for the set of jobs that have the overarching characteristic. It is more difficult when the question layers the claimant with multiple limitations -- e.g., social, manipulative, pace. But if we know that light production workers, all other represent 30,000 jobs and unskilled workers at all exertional levels in that group represent fewer than 75,000 jobs, we know that no single light unskilled DOT code could ever represent more jobs. We know that the 52 sedentary DOT codes represent less than 1,400 jobs. 

The ORS, like the EP and the OEWS, does not lend itself to DOT job numbers. That troika of sources does establish the number of jobs within an occupation-industry intersection and the aggregate number of jobs with the critical characteristics at issue. Inside of those boxes, the VW can exercise experience. But they can never reliably estimate job numbers outside of the boxes erected by the data sources. 

Using the ORS is not easy. I agree with Gilkison. The difficulty is why the agency calls the VW an expert. You are called upon to engage in statistical analysis that is not part of the general requirements to be a VW. So when the ALJ asks for a sedentary unskilled reasoning level 1 occupation, tell the ALJ that lens inserter does not exist in any significant number. You can back up that testimony with the EP, the OEWS, the ORS, and County Business Patterns. 

Use the data.

___________________________

Suggested Citation:

Lawrence Rohlfing, A Vocational Expert Responds -- and I Reply, California Social Security Attorney (May 17, 2024)

https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

 

February 2024 Unpublished Ninth Circuit Memoranda -- Cuestas v. O'Malley

 Two months into the 2024 calendar and the Ninth Circuit has issued nine unpublished memoranda, seven in February. We take a look at a second of those dispositions. 

2. Cuestas v. O'Malley - Cuestas argued that the ALJ did not explain how the agency considered supportability and consistency. The Court disagreed, but did not give examples.

Cuestas argued that the ALJ relied on objective basis for symptoms and limitations. The Court found that the ALJ did and could rely on the failure to comply with medical advice and failed to attend pain management. 

Cuestas argued that the ALJ did not pose all the limitations to the vocational witness. This is a rehash of the opinion and subjective testimony issue -- not a separate issue. 

Cuestas argued that the ALJ disregarded evidence of interaction with other people as stated by the Bureau of Labor Statistics. The Court found that the ALJ could rely on the DOT and the vocational testimony to reach the conclusion that Cuestas could perform other work.

COMMENT: The courts have this issue wrong. Heckler v. Campbell, 461 U.S. 458, 469, n.13 (1983):

Rather the court's reference to notice and an opportunity to respond appears to be based on a principle of administrative law — that when an agency takes official or administrative notice of facts, a litigant must be given an adequate opportunity to respond.^[13] See 5 U. S. C. § 556(e); McDaniel v. Celebrezze, 331 F. 2d 426 (CA4 1964).

13 The Court of Appeals did not identify any basis for imposing this requirement other than its earlier decision in Decker v. Harris, 647 F. 2d 291 (CA2 1981). Decker, however, identified the source of this requirement more clearly. It stated: "This requirement of specificity . . . assures the claimant of adequate notice of the grounds on which his claim may be denied, providing him with an opportunity to present rebuttal evidence. See generally 3 K. Davis, Administrative Law Treatise § 15.18, at 198-206 (2d ed. 1980)." Id., at 298.

(Emphasis added). The COSS takes administrative notice of the DOT by regulation and expands that notice to include the SCO. Most of the DOT codes have a Date Last Updated code of 1977. Vocational witnesses have local experience, not national experience. An ALJ can rely on unrebutted nonsense. Biestek v. Berryhill, 139 S.Ct. 1148, 1155 (2019). But if the vocational testimony is "feeble" or "contradicted," the testimony is no longer unrebutted. Id. at 1156. The claimant can show that the testimony was "untrustworthy" or "contradicted." Ford v. Saul, 950 F.3d 1141, 1159 (9th Cir. 2020). 

Cuestas rebutted the vocational testimony with BLS data. The testimony is now contradicted under Biestek and Ford. Why did the ALJ reject the BLS data? The Court does not say why. The Court says that the ALJ may rely on vocational testimony and the DOT regardless of what BLS publishes. 

As a society, we continue with the national consternation over whether private parties or the government can count. The vocational witnesses called by the COSS should travel under two names: Rudy and Sidney. We should label the data published by the Department of Labor -- when the O*NET, ORS, EP, or OEWS -- as the national election bureau. Believing that housekeeping cleaner, photocopy machine operator, or marker don't have extensive contact with others is nonsense. From the District Court decision:

The VE stated that she had no data to refuse the BLS statistic indicating that for the job of Photocopy Machine Operator, up to 82 percent of the people who do that job have contact with others constantly or most of the time. AR 65-66. For the job of Marketer, the BLS data indicated that 90 percent of people performing that job had contact with others most of the time or constantly. The VE stated that she had no data to refute that statistic. AR 66-67.

The record has statistical data from the Department of Labor that the vast majority of photocopy machine operators and markers have frequent or constant contact with others. The witness does not have a statistical basis for refuting what DOL reports according to OMB standards. That is not substantial evidence. That is garbage. 

1. The DOT does not address work contact with coworkers. 

2. The witness does not have a basis for overcoming DOL data (the source that describes contact with others is the O*NET, published by the ETA, not BLS). 

3. Would a reasonable mind accept Rudy and Sidney's word as election experts over the Georgia Secretary of State? No. Nor should the courts accept every bile that vomits from the vocational witnesses mouth. 

The unaddressed issue of housekeeping cleaners is the problem. About 18% of those jobs have occasional (8%) or no (10%) contact with others. That probably makes the contact with others harmless. But the ORS (a BLS product) confirms that housekeeping cleaners do not sit two hours a day. 

Cuestas is wrong at step five. I vigorously dissent, but I'm not a judge. 

___________________________

Suggested Citation:

Lawrence Rohlfing, February 2024 Unpublished Ninth Circuit Memoranda -- Cuestas v. O'Malley, California Social Security Attorney (March 17, 2024)

https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

February 2024 Unpublished Ninth Circuit Memoranda -- Slayton v. O'Malley

Two months into the 2024 calendar and the Ninth Circuit has issued nine unpublished memoranda, seven in February. We take a look at one of those seven dispositions, all losses for the claimant-appellant. 

1. Slayton v. O'Malley - the Court affirmed.

    a. Dr. Haggerty opined that Slayton could sit or stand for just 15 minutes and lift no more than 10 pounds, limited to working one hour in a workday with high levels of absenteeism. The record contains contradicting evidence. The ALJ rejected Dr. Haggerty's opinions citing contradiction, minimal treatment, and easily performed activities of daily living. The ALJ found that the opinion was "largely conclusory" and had little to objectively support the extreme limitations. 

    b. Dr. Rado described Slayton as needing a 10 minute break every hour. The ALJ found the opinion contradicted and at odds with the objective record including normal neurological examinations. 

    COMMENT: The presence of contradiction with other opinions is never a reason to reject the evidence. The presence of contradiction triggers the need to state why the ALJ rejected the opinion evidence. When an ALJ uses adverbs that exclude always, the ALJ is fudging the record. Largely, mostly, normally, frequently -- all of those words mean that some of the objective findings were abnormal. For some opinion sources, the glass is half full, when the findings are normal, the person can function. For other opinion sources, the glass is half empty, when the findings are abnormal, the person has limited function. When the half empty view casts the limited function as persistent or always, the source has exaggerated. That allows the ALJ to reject the evidence. It is equally true that the half full opinion is flawed. Counsel should focus on why the ALJ erred in accepting that opinion for the reasons stated to reject the other evidence. 

    c. The ALJ rejected Slayton's symptom and limitation testimony. The ALJ relied on conservative treatment and activities of daily living. 

    COMMENT: The Ninth Circuit has dueling panels. The Court cites "Valentine v. Commissioner Soc. Sec. Admin., 574 F.3d 685, 693 (9th Cir. 2009) (finding that a claimant’s daily activities suggested that his “claims about the severity of his limitations were exaggerated”); Parra v. Astrue, 481 F.3d 742, 750–51 (9th Cir. 2007) (explaining that evidence of conservative treatment 'is sufficient to discount a claimant’s testimony regarding severity of an impairment')." The Court does not consider the other line of case finding that activities of daily living do not translate easily to the rigors of work. Garrison v. Colvin, 759 F.3d 995, 1016 (9th Cir. 2014). There is a synthesis that turns first on the denial or minimizing of ADL. The nature of a memorandum disposition does not lend itself to the hard consideration of nuanced questions. We must remain diligent to and address those nuanced questions. 

    d. Slayton raised a step four question. Courts and parties sometimes conflate the RFC assessment as a step four finding. It is not. It is the second half of step three, or what I call an interim step. The consideration of vocational questions is never an opportunity to argue about the RFC -- again. 

___________________________

Suggested Citation:

Lawrence Rohlfing, February 2024 Unpublished Ninth Circuit Memoranda -- Slayton v. O'Malley, California Social Security Attorney (March 17, 2024)

https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.