Where corporation’s severance plan gave discretion as to which laid-off employees were eligible for benefits to vice president of human resources, exercise of that discretion was not a violation of ERISA.The 7th U.S. Circuit Court of Appeals affirmed a decision by Judge Andrea R. Wood, Northern District of Illinois.Northrop Grumman laid off some workers in 2012 and did not provide severance benefits to all of them. The firm’s severance plan provides that a laid-off employee regularly scheduled to work at least 20 hours a …