Practice point: In determining whether an ostensible non employer is actually a joint employer for purposes of employment discrimination claims under the State and City Human Rights Laws, Federal District courts in New York have applied the "immediate control" test. Under the test, there is a joint employer relationship where there is sufficient evidence that the defendant had immediate control over the other company's employees, especially the defendant's control in setting the terms and conditions of the employee's work.
Student note: In applying the test, relevant factors include commonality of hiring, firing, discipline, pay, insurance, records, and supervision, The most important factor is the extent of the employer's right to control the means and manner of the worker's performance.
Case: Brankov v. Hazzard, NY Slip Op 05778 (1st Dep't August 11, 2016)
Here is the decision.
Tomorrow's issue: Vacating a default pursuant to CPLR 5015.
