Lawyers, in New York, representing 5,000 Uber drivers in New York City filed a lawsuit in NY on behalf of 10 of these alleged New York employees in federal court in Manhattan last week accusing the ride-share company of depriving these New York drivers of various employment protections they should have by declaring them as “independent contractors” rather than treating them as employees.
This New York independent contractor lawsuit is a pivotal case that can lead to changes in Independent Contractor Law/Employment Law in New York. We suggest a review of your independent contractor agreements by your attorney and, also, advise following this case closely if you have hired independent contractors. Get your New York attorney on this matter immediately. It is essential to have a carefully drafted independent contract agreement and protocols in place to assist in guaranteeing that an independent contractor is not deemed an employee.
New York Taxi Workers Alliance v. Uber Technologies Inc.
This New York lawsuit is the latest salvo in the growing tension between Uber and the New York Taxi Workers Alliance, a labor union that said it also filed a separate complaint with the National Labor Relations Board claiming arbitration agreements Uber drivers signed illegally prohibit them from bringing class action claims.
While the New York Courts have found no single factor or group of factors that conclusively define that an employer-employee relationship exists, New York courts will look to the degree of supervision, direction and control exercised over the services rendered. New York Courts, however, may consider the following factors as essential in determination if an individual is an independent contractor or an employee of a company:
Factors in Determining if an Individual is an Employee or Independent Contractor under New York Law
- Can the individual work based on his own convenience?;
- Does the individual receive fringe benefits from the company?;
- Is the individual on the payroll of the company?;
- Can the individual be engaged in other employment?; and
- Is the individual on a fixed schedule or flexible schedule? (Bynog v. Cipriani Group, Inc., 1 N.Y.3d 193 (Court of Appeals of New York, 2003).
We advise, strongly, to have your New York independent contractor agreements reviewed by a New York attorney experienced in labor & employment law – immediately. This case shall, likely, lead to the necessity to revise these agreements.
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