ARTIFICIAL INTELLIGENCE [AI] IS NOT USED, IN WHOLE OR IN PART, IN PREPARING NYPPL SUMMARIES OF JUDICIAL AND QUASI-JUDICIAL DECISIONS

June 17, 2015

Inappropriate sexual relationship with a minor

Inappropriate sexual relationship with a minor
OATH Index No. 1227/15.

Administrative Law Judge Alessandra F. Zorgniotti found that a correction officer had engaged in an inappropriate relationship with a minor. She did not credit respondent's testimony than he thought the minor was 18 years old, because it was contradicted by more credible testimony from the girl, her mother and her step-father, who testified that the step-father than told respondent that the girl was 16 and that he should leave her alone.

Due to respondent's law enforcement status, his actions of pursuing a 16-year girl, taking her places without her parents' knowledge and against their express wishes, and engaging in sexual contact with her bore a nexus to his job. Termination of employment was recommended.  

Posted on the Internet at: http://archive.citylaw.org/wp-content/uploads/sites/17/oath/15-1227.pdf




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Disclosure of confidential information



Disclosure of confidential information
OATH Index No. 984/15.

Administrative Law Judge John B. Spooner sustained charges that agency attorney had disclosed confidential information through emails to a private attorney representing an inmate in a lawsuit against the City in violation of Department rules and state and city laws.

ALJ Spooner found mitigation in the attorney’s long unblemished service record, his forthrightness when confronted with the emails, his acknowledgment that he made a mistake, his expression of remorse and previously served 30-day pre-hearing suspension.

Posted on the Internet at:http://archive.citylaw.org/wp-content/uploads/sites/17/oath/15_cases/15-984.pdf[Modified on penalty: Commissioner imposed the penalty of termination of employment, finding the attorney had breached the attorney-client privilege and his disclosures rendered him a security risk to the Department.]

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Definition of full day worked for certain employees who contract for other than a 5-day standard work week [I.D. No. AAC-24-15-00004-P] amending 2 NYCRR 315.3(b)(4)(ii)



Definition of full day worked for certain employees who contract for other than a 5-day standard work week [I.D. No. AAC-24-15-00004-P] amending 2 NYCRR 315.3(b)(4)(ii)
Source: New York State Register, June 17, 2015

The purpose of the amendment of 2 NYCRR 315.3(b)(4)(ii), show below in italics, is to define full day worked for certain employees who contract for other than a 5 day standard work week. This is a “Consensus Rule Making Determination” for the sole purpose of defining a full day worked for certain full time employees. This amendment relates to the definition of a full day worked for certain full time employees and it has been determined that no person is likely to object to the adoption of the rule as written.

(ii) A full day worked shall be any day on which the employee performs paid service for at least the standard number of hours required for the position in which such service is rendered. In no event shall less than six hours be considered to be a full day.

For full time employees performing services pursuant to a collective bargaining agreement or contract that provides for other than a five day standard work week paid at straight time, an employer may report them at full time per their payroll cycle, provided the cumulative number of hours equal at least 120 hours a month. A full day worked for such employees shall be a minimum of six hours of accumulated time worked and paid at the straight time rate. The minimum number of hours which shall be reported as days worked, for the purpose of reporting preliminary credit, for a full year of service credit for such employees is 1,560 hours.

Public comment will be received until: 45 days after publication of this notice – June 17, 2015. Views or arguments may be submitted to:

Jamie Elacqua, Office of the State Comptroller, 110 State Street, Albany, NY 12236, (518) 473-4146, 

June 16, 2015

Termination a reasonable disciplinary penalty under the circumstances



Termination a reasonable disciplinary penalty under the circumstances
2015 NY Slip Op 04923, Appellate Division, First Department

Holding that substantial evidence supported the determination that the police officer “disobeyed a lawful order of her supervisor and engaged in conduct prejudicial to the good order, efficiency or discipline of the police department,” the Appellate Division said imposing the penalty of dismissal from the police force is not so disproportionate as to shock the conscience, citing Matter of Kelly v Safir, 96 NY2d 32.

The court said that the record showed that the officer “failed to obey two orders directing her to go out on assignment and then, by her actions, challenged and threatened her supervisor.”

The decision is posted on the Internet at:

A Reasonable Disciplinary Penalty Under the Circumstances - a 442-page volume focusing on determining an appropriate disciplinary penalty to be imposed on an employee in the public service in instances where the employee has been found guilty of misconduct or incompetence. Now available in two formats - as a large, paperback print edition, and as an e-book. For more information click on

An administrative agency found to have acted in a manner inconsistent with its own rules and regulations will be deemed to have acted arbitrarily



An administrative agency found to have acted in a manner inconsistent with its own rules and regulations will be deemed to have acted arbitrarily
Matter of Mid Island Therapy Associations., LLC v New York State Educ. Dept., 2015 NY Slip Op 04707, Appellate Division, Third Department

Supreme Court dismissed Mid Island Therapy Association's [Mid Island] Article3 78 application to review a determination of the New York State Education Department’s, [DOE] setting Mid Island’s payment “reconciliation rates” for special education itinerant teacher services to preschool children with disabilities for certain school years. Such payments were to be made pursuant to contracts with the New York City Department of Education (NYCDOE) and the Counties of Westchester, Nassau and Suffolk.

A percentage of the municipalities' payments to Mid Island are reimbursed by DOE based on rates that DOE sets in accordance with its regulations. Where the reconciliation rate differs from the prospective rate that was initially used, a service provider such as Mid Island must pay back funds if it was overpaid and, in the alternative, it receives additional reimbursement if underpaid. This rate is to be calculated after a provider supplies DOE with an independently audited Consolidated Fiscal Report (CFR) and supporting independently audited financial statements.

Mid Island had been paid prospective rates of $49 and $50 per service unit, respectively, for the periods in question and its subsequent CFR and financial data reportedly resulted in reconciliation rates of $50 per service unit for each of the relevant years. DOE calculated the respective reconciliation rates as $49 and $47 per service unit, the key reason for the difference in rates being that DOE used total service units reported by the municipalities.

Mid Island disputed these rates and started the process of reconciling the discrepancies between service units that it had reported and those reported by the municipalities and ultimately challenged the reconciliation rates for the 2008-2009 and 2009-2010 school years, as well as the prospective rate for 2010-2011 and ultimately Supreme Court dismissed its Article 78 petition.

Mid Island appealed, contending that DOE “failed to follow its own regulations and otherwise acted arbitrarily," primarily by relying upon unaudited information from the municipalities, disregarding Mid Island's audited CFR and financial data, and refusing to consider Mid Island's explanation for the discrepancies between its audited information and the municipalities' data.”

The Appellate Division said that a court's review of an administrative agency's determination is limited to "ascertain[ing] whether there is a rational basis for the action in question or whether it is arbitrary and capricious," citing Gilman v New York State Div. of Housing and Community Renewal, 99 NY2d 144. The court also noted that it had “previously recognized that [DOE] has "broad discretion in setting the reconciliation rate."

However, said the Appellate Division, an agency determination arrived at in a manner inconsistent with its own regulations is not supported by a rational basis and although "an agency's interpretation of its own regulation is entitled to deference [citations omitted] courts are not required to embrace a regulatory construction that conflicts with the plain meaning of the promulgated language."

Here, said the court, DOE’s regulations define the reconciliation rate as "a tuition rate that has been calculated using actual program and financial data with the applicable reimbursement methodology applied” [and] the tuition rate "shall be based on financial reports, as prescribed by the commissioner, supported by financial statements certified by a licensed or certified public accountant independent of the program's operation" [and] the "[CFR] certified by a licensed or certified public accountant independent of the program's operation."

The Appellate Division said that the intent of the regulations, “consistent with common sense and good government,” is to gather and use correct data and the regulations provide no authority for DOE relying solely on unaudited information from municipalities. Where a service provider that has adhered to the regulations and provided a CFR and financial statement, both audited, it should be afforded a reasonable opportunity to explain and/or reconcile its information with the unaudited information of a municipality.  DOE, said the court, cannot simply reject audited information by reason of the existence of less reliable information without some articulable rational basis.

Noting that Mid Island “provided independently audited data in compliance with the regulations, the court said that:

1. Information supplied by the municipalities, and particularly NYCDOE, varied from Mid Island’s data;

2. NYCDOE had a history of supplying information that was not correct citing Matter of Mid. Is. Therapy Assoc., LLC v New York State Dept. of Educ., 99 AD3d at 1083 in which it was reporting that the State Comptroller upheld Mid Island's tuition rates for 2007-2008 based on 87,907 service units where NYCDOE had reported 100,669 service units; and

3. DOE made “little effort” to verify the municipalities' information but nonetheless accepted the municipalities' information and disregarded Mid Island’s data.

This, said the Appellate Division, was not an agency simply weighing and choosing between relatively equivalent but conflicting data, “particularly in light of the regulatory primacy for independently audited information,” with which Mid Island had complied, and the lack of regulatory authority for wholesale reliance on other information.

Under all the circumstances the Appellate Division concluded that DOE acted arbitrarily and inconsistent with its own regulations and, accordingly, its determination regarding the 2008-2009 and 2009-2010 reconciliation rates must be annulled.

Further, said the court, the 2010-2011 prospective rate must be annulled as it was based on the 2009-2010 reconciliation rate annulled herein

The decision is posted on the Internet at:

CAUTION

Subsequent court and administrative rulings, or changes to laws, rules and regulations may have modified or clarified or vacated or reversed the information and, or, decisions summarized in NYPPL. For example, New York State Department of Civil Service's Advisory Memorandum 24-08 reflects changes required as the result of certain amendments to §72 of the New York State Civil Service Law to take effect January 1, 2025 [See Chapter 306 of the Laws of 2024]. Advisory Memorandum 24-08 in PDF format is posted on the Internet at https://www.cs.ny.gov/ssd/pdf/AM24-08Combined.pdf. Accordingly, the information and case summaries should be Shepardized® or otherwise checked to make certain that the most recent information is being considered by the reader.
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NYPPL Blogger Harvey Randall served as Principal Attorney, New York State Department of Civil Service; Director of Personnel, SUNY Central Administration; Director of Research, Governor’s Office of Employee Relations; and Staff Judge Advocate General, New York Guard. Consistent with the Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers and Associations, the material posted to this blog is presented with the understanding that neither the publisher nor NYPPL and, or, its staff and contributors are providing legal advice to the reader and in the event legal or other expert assistance is needed, the reader is urged to seek such advice from a knowledgeable professional.
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