BOSTON — Massachusetts’ taxi drivers received an unwelcome decision from their state’s highest court recently. The taxi drivers were seeking a ruling in their favor in their overtime pay lawsuit. However, Massachusetts’ highest court determined the taxi drivers were independent contractors and not protected by minimum wage and overtime laws.
The Taxi Drivers’ Claims
Four taxi drivers filed their lawsuit against three fleet owners alleging the fleet owners had misclassified the taxi drivers as independent contractors. Two of the four taxi drivers filed the initial lawsuit in 2012 citing violations of state wage and labor laws. In their claim, the drivers argued that they were employees of the fleet and medallion owners. The taxi drivers claimed they were also subject to considerable control and regulation by the companies. The taxi drivers claimed they worked for the fleet when they paid around $100 to lease the taxis for their 12-hour shifts and they paid additional fees and were required to cover work expenses like gas and insurance. Because they were classified as independent contractors the fees and other costs the drivers paid frequently results in the drivers earning less than minimum wage for each hour of their shifts. Unfortunately, the court did not agree with the taxi drivers.
The court’s recent decision reverses a lower court decision, which found the taxi drivers were entitled to minimum wage and overtime as employees of the cab companies. However, in the recent decision the court felt the taxi drivers received minimal direction from the companies. According to the court’s decision the taxi drivers were determined to have the ability to choose how many passengers they transported and what shifts they worked, despite the fact that they work for companies who own their medallions. With the court’s decision the taxi drivers are not entitled to minimum wage or overtime pay under the state’s labor law.
There are many jobs that may appear like they should be classified as independent contractors, but are not, and vice versa. As the two differing court decisions show, determining if a position is that of an employee or an independent contract is detail specific and not always straightforward. If you believe you have been wrongfully classified as an independent contractor, you may have a wage or overtime pay claim. Our knowledgeable team of overtime pay lawyers can be reached at (855) 754-2795. Or you can complete our Free Unpaid Overtime Case Review form and our experienced legal team will evaluate your claim. If we accept your case, we will represent you under our No Fee Promise. This means there are no legal fees or costs unless you receive a settlement. Time is limited for filing wage and overtime complaints so it is important to call today!