Legal

Employer Must Pay Workers’ Compensation for Concurrent Job: Court

By Sheena Harrison

Jan. 20, 2012

A public works department must pay workers’ compensation benefits based on a worker’s departmental job, plus another job he held on the side, according to a New York appellate court.

William Thomas worked as a light equipment operator for the Warren County Department of Public Works when he was injured in 2009. Court records show that Thomas also was employed by a janitorial service at that time.

Under New York workers’ comp law, the department was required to pay benefits to Thomas based on his average weekly wages from “all concurrent employments.”

A 2007 amendment to the state comp law barred employers from being reimbursed by a Special Disability Fund for excess benefits paid on behalf of a concurrent employer, records show. The public works department argued, in part, that it should not be required to pay benefits for Thomas’ outside employment because it could not be reimbursed.

The appellate court disagreed with the department in its unanimous ruling Jan. 19.

“To conclude otherwise would be to subvert the purpose of (the) Workers’ Compensation Law … , and ignore the plain language of the 2007 amendment and the Legislature’s intent to close the Fund,” the decision reads.

Sheena Harrison writes for Business Insurance, a sister publication of Workforce Management. To comment, email editors@workforce.com.

Stay informed and connected. Get human resources news and HR features via Workforce Management’s Twitter feed or RSS feeds for mobile devices and news readers.

Sheena Harrison writes for Business Insurance, a sister publication of Workforce Management.

About Workforce.com

blog workforce

We build robust scheduling & attendance software for businesses with 500+ frontline workers. With custom BI reporting and demand-driven scheduling, we help our customers reduce labor spend and increase profitability across their business. It's as simple as that.

Book a call
See the software

Related Articles

workforce blog

Compliance

Minimum Wage by State in 2022 – All You Need to Know

Summary The federal minimum wage rate is $7.25, but the rate is higher in 30 states, along with Washing...

federal law, minimum wage, pay rates, state law, wage law compliance

workforce blog

Legal

California’s push for a 32-hour workweek explained, and how to prepare

Summary: California is considering a 32-hour workweek bill for businesses with over 500 staff 4 day wee...

32 hour workweek, 4 day workweek, california, legislature, overtime

workforce blog

Legal

A business owner’s guide to restaurant tipping law

Business owners in the restaurant industry are in a unique position when it comes to employee tips. As ...

restaurants, tip laws, tipping