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Employer Did Not Exercise Sufficient Control over Claimant’s Work—Finding that Claimant Was an Employee Was Not Supported

The Third Department reversed the Unemployment Insurance Appeal Board’s ruling that claimant was an employee of Stacy Blackman Consulting (SBC).  The court explained: “Claimant … executed an agreement that designated him an independent contractor. He further negotiated his own fee, was not reimbursed for expenses, and was not provided with any benefits. SBC did not train, supervise or otherwise direct claimant in the performance of his work, although it did require him to turn over whatever application materials he had helped prepare. SBC also did not perform any substantive review of claimant’s work, did not require him to attend any meetings or consult with it, and allowed him to decline assignments and take time off as he saw fit. Moreover, while the parties’ agreement required claimant to keep sample application materials provided by SBC confidential and imposed restrictions on his ability to work for competitors in the field, the president of SBC testified without contradiction that she had never enforced those provisions and had permitted claimant to work elsewhere. ”  Matter of Jhaveri (Commissioner of Labor), 2015 NY Slip Op 03019, 3rd Dept 4-9-15

The Third Department reversed the Unemployment Insurance Board’s ruling that claimant was an employee of Encore, an event staffing company which refers persons, called brand ambassadors,  to clients who want to promote a product at an event. The court wrote: “…[T]he pertinent inquiry is whether Encore exercised control “over the results produced or the means used to obtain those results, with control over the latter being the more important factor to consider” … Here, the evidence reveals that Encore retained little or no control over either the means or results of the work performed by the brand ambassadors. Significantly, Encore did not conduct interviews, auditions or background checks, did not review credentials or set the rate of pay, did not provide training or supervision at events, did not establish work schedules, did not supply equipment, clothing or props and did not evaluate performance. Notably, it was the clients who directed the brand ambassadors by providing them with instruction on how to promote the specific products or services.” Matter of Lee (Commissioner of Labor), 2015 NY Slip Op 03022, 3rd Dept 4-9-15

 

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