Employer not vicariously liable for employee misconduct if such misconduct was not committed in furtherance of the employer's business and within the scope of employment

Employer not vicariously liable for employee misconduct if such misconduct was not committed in furtherance of the employer's business and within the scope of employment

2013 NY Slip Op 08499, Appellate Division, Third Department

The girl friend [GF] of a town police officer [Officer] went to a pub with her girlfriend to purchase beer. GF was involved in a confrontation with the plaintiff that the Appellate Division said the substance of which is subject to considerable dispute. GF and her girlfriend left the bar and returned to Officer's residence. After listening to GF's version of what allegedly transpired at the pub, Officer, accompanied by GF, drove to the pub in GF's car and confronted Plaintiff, in the course of which confrontation Plaintiff suffered various injuries, including a fractured arm and a broken wrist.*

Plaintiff sued Officer and the Town contending, among other things, that the Town was vicariously liable for Officer's actions. The Town moved for summary judgment to dismiss the complaint against it. Supreme Court, finding that Officer was not acting within the scope of his employment at the time of the incident but, rather, was at the pub "as a ticked off boyfriend upset about conduct directed at his girlfriend by Plaintiff," granted the Town’s motion.

The Appellate Division affirmed the Supreme Court’s ruling, explaining that "The doctrine of respondeat superior renders an employer vicariously liable for the tortious acts of its employees only if those acts were committed in furtherance of the employer's business and within the scope of employment." Accordingly, "where an employee's actions are taken for wholly personal reasons, which are not job related, his or her conduct cannot be said to fall within the scope of employment."

Citing Campos v City of New York, 32 AD3 287, leave to appeal denied 8 NY3d 816; appeal dismissed 9 NY3d 593, the Appellate Division said that "[a] municipality cannot be held vicariously liable for acts perpetrated by a member of its police force in the course of engaging in a personal dispute, without any genuine official purpose, whether or not the police officer characterizes such conduct as an arrest or incident to an arrest."

Officer, said the court, by his own admission, was not on duty when he went to the pub and said to Plaintiff "I'm not here as a cop" and when pressed as to his reasons for confronting Plaintiff, Officer acknowledged that he only wanted "to see what [Plaintiff's] side of . . . the story was," and admitted that he was not there to "officially" investigate the alleged assault.

Such proof, said the Appellate Division was, in its our view, was more than sufficient to discharge the Town's initial burden on its motion for summary judgment.

As Plaintiff failed to present sufficient admissible proof to raise a question of fact as to whether Officer was acting within the scope of his employment at the time of the altercation with him, the court said that the Town was entitled to summary judgment dismissing his vicarious liability claims against it.

Addressing a collateral issue, Plaintiff allegation that the Town negligently hired, trained and/or supervised Officer, the Appellate Division said that "To establish a cause of action based on negligent hiring, negligent retention, or negligent supervision, it must be shown that the employer knew or should have known of the employee's propensity for the conduct which caused the injury."

Although Officer had been convicted of assault in the third degree years earlier, one of the Town's representatives testified that the Town was aware of and discussed this incident with Officer prior to hiring him and that they thereafter did not receive any complaints regarding Officer's behavior. The Appellate Division ruled that “Under these circumstances, Officer's prior conviction — standing alone — was insufficient to put the Town on notice that he ‘was inclined toward conduct such as that which allegedly caused . . . Plaintiff's injuries.’"

* Disciplinary charges subsequently were lodged against Officer, who ultimately resigned from his position.

The decision is posted on the Internet at:

http://www.nycourts.gov/reporter/3dseries/2013/2013_08499.htm
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Free Webinar by the IRS office of Federal, State and Local Governments

Free Webinar by the IRS Office of Federal, State and Local Governments

Source: Internal Revenue Service FSLG Newsletter

The Internal Revenue Service will hold a Webinar addressing the reporting requirements and taxation of certain employee benefits on February 6, 2014 at 2 p.m. Eastern Time.

The topics to be covered include:

■ Reporting requirements for accountable plans vs. non-accountable plans

■ Whether allowances are taxable fringe benefits*

■ Reporting requirements for group term life insurance

■ “Day meals” – what are they and if they are taxable

■ When stipends, bonuses, and gift cards are taxable fringe benefits

To register for this Webinar: Click here. You will use the same link to attend the event.

* For example, the City of Schenectady reports that it is currently being audited by the Internal Revenue Service. City Finance Commissioner Deborah DeGenova indicated that among the items being questioned is the City’s annual $125 boot allowance for new workboots provided to certain workers and its “W-9 System” used for reporting payments made to independent contractors to the IRS.
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Hearing officer free to credit the testimony of one medical expert over another’s when there are conflicting medical opinions in evidence

Hearing officer free to credit the testimony of one medical expert over another’s when there are conflicting medical opinions in evidence
2013 NY Slip Op 07040, Appellate Division, Second Department

An employee of the City of Mount Vernon Fire Department [Employee], alleging that the had sustained an on-the-job injury, was provided with benefits pursuant to General Municipal Law §207-a(1) based on this incident. §207-a(1) provides for the payment of salary, medical and hospital expenses of firefighters suffering injuries or illness incurred in performance of duties.

Employee subsequently applied for supplemental income benefits pursuant to General Municipal Law §207-a(2). Essentially §207-a(2) provides the payment of the difference between the amounts of his or her retirement allowance and the amount of his regular salary or wages, including negotiated salary increases, if any, until his or her mandatory service retirement age to a firefighter who is permanently disabled as a result of an injury or sickness incurred or resulting from the performance of his or her if he or she is granted an accidental disability retirement allowance or a or similar accidental disability benefit provided by the pension fund of which he is a member;

The City of Mount Vernon [Mount Vernon] denied the application. Employee appealed the denial of his application and requested a hearing.

The hearing officer credited the testimony of the City's medical expert, who opined that Employee was not fully disabled because the expert believed Employee could still perform restricted duties and The City denied Employee any benefits available pursuant to General Municipal Law §207-a(2).

The Appellate Division dismissed Employee’s challenge to Mt. Vernon’s decision, explaining that judicial review of an administrative determination made after a hearing required by law at which evidence is taken is limited to whether the determination is supported by substantial evidence. Here, said the court. the hearing officer's determination is supported by substantial evidence.

The court noted that the testimony of Mount Vernon’s medical expert was consistent and supported by the medical evidence, and that the hearing officer was free to credit the testimony and report of that expert over any conflicting doctors' opinions contained in the Employee's medical records.

The decision is posted on the Internet at:

http://www.nycourts.gov/reporter/3dseries/2013/2013_07040.htm

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General Municipal Law§§ 207-a and 207-c- a 1098 page e-book focusing on administering General Municipal Law Sections 207-a/207-c and providing benefits thereunder and other disability retirement issues is available from the Public Employment Law Press. Click on http://section207.blogspot.com/ for additional information about this electronic reference manual.

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