ࡱ> egbcd'` ?bjbj 3I>>>>8T Br H!(p!p!p![#z#4 $ASBBBBBB$'DhFx*BE3#@[#33*B>>p!p!oB6663>Rp!p!A63A669"_9p! X840+9?:B0B39,G5G_9G_9I)|+6-l.%$%$%$*B*B6^=%$&b(0B3333>>>>>>  PETITIONER:Employer Account No. - < FORMTEXT 2887040><13176 N DALE MABRY HWY STE 203 TAMPA FL 33618-2406 >PROTEST OF LIABILITYDOCKET NO. < FORMTEXT 2009-85480L>RESPONDENT:State of FloridaAgency for Workforce Innovationc/o Department of Revenue O R D E R This matter comes before me for final Agency Order. Having fully considered the Special Deputys Recommended Order and the record of the case and in the absence of any exceptions to the Recommended Order, I adopt the Findings of Fact and Conclusions of Law as set forth therein. A copy of the Recommended Order is attached and incorporated in this Final Order. In consideration thereof, it is ORDERED that the determination dated < FORMTEXT June 2, 2009>, is . DONE and ORDERED at Tallahassee, Florida, this _______ day of < FORMTEXT November, 2009>.  Director, Unemployment Compensation Services PETITIONER:Employer Account No. - < FORMTEXT 2887040    ><DRIVE RITE DRIVERS LLC ALEC ROBERTS><13176 N DALE MABRY HWY STE 203 TAMPA FL 33618-2406 >PROTEST OF LIABILITYDOCKET NO. < FORMTEXT 2009-85480L    >RESPONDENT:State of FloridaAgency for Workforce Innovationc/o Department of Revenue RECOMMENDED ORDER OF SPECIAL DEPUTY TO: Director, Unemployment Compensation Services Agency for Workforce Innovation This matter comes before the undersigned Special Deputy pursuant to the Petitioners protest of the Respondents determination dated . After due notice to the parties, a telephone hearing was held on . The Petitioner, represented by the Vice President of Operations, appeared and testified. A dispatcher testified as a witness. The Respondent was represented by a Department of Revenue Tax Specialist II. The Joined Party appeared and testified. The Joined Party's husband testified as a witness. The record of the case, including the recording of the hearing and any exhibits submitted in evidence, is herewith transmitted. Clearly identified Proposed Findings of Fact and Conclusions of Law  FORMTEXT were not received. However, the Petitioner submitted a letter apparently intended to service as proposed findings and conclusions. The Petitioner's submission is discussed in the conclusions of law section of the recommended order. Issue: Findings of Fact: The Petitioner is a limited liability company which operates a drive away service to shuttle cars for automobile rental companies and automobile dealers. The Petitioner's Vice President of Operations has worked for the Petitioner since April 2001. The Vice President of Operations does not have any ownership in the business. The Petitioner uses the services of an employee leasing company to report the employment of the Vice President of Operations, dispatchers, and chase drivers. The individuals who drive the vehicles are not acknowledged by the Petitioner to be employees and the drivers are not paid through the employee leasing company. The Petitioner has approximately eighty-two drivers who shuttle the vehicles. Some of the drivers have worked for the Petitioner for as long as five years. In December 2006 the Joined Party responded to a newspaper help wanted advertisement for drivers. The Joined Party completed an application and was interviewed by the Vice President of Operations. The Vice President of Operations told the Joined Party that the job involved delivering cars for the Petitioner's clients and that the Petitioner would pay the Joined Party on a per trip basis. The amount of pay per trip is determined by the Petitioner and varies from trip to trip depending on the length of each trip. The Vice President of Operations told the Joined Party that the Joined Party had to be at the Petitioner's location by 7 AM to await instructions on any day that the Joined Party wanted to work. The Petitioner has a list of what the drivers may or may not do. The written list was not provided to the Joined Party; however, the items on the list were verbally communicated to her. Among other things, the drivers are not allowed to smoke, drink, or eat in the cars. The drivers are not allowed to have riders in the cars and they are not allowed to speed. The drivers may not have radar detectors in the vehicle. The drivers are to make sure that the vehicles are clean at the time of delivery. The drivers are advised not to drive as a group or as a caravan. The Petitioner provides on-the-job training for the drivers. The Petitioner tells the drivers where to go, tells the drivers what to do, and tells the drivers what not to do. The Petitioner instructs the drivers regarding the procedures to be followed in case of an accident. The drivers are required to contact the Petitioner if the driver is going to be late delivering a car or if the driver is lost. The lead drivers, who are also known as chase drivers, are responsible for supervising the drivers. The chase drivers transport the drivers from the Petitioner's office to the pick-up locations. The Petitioner has rules regarding what a driver may or may not do at the pick-up location. The drivers are not allowed to enter the customer's office. The chase driver is responsible for locating the cars to be transported and for assigning the drivers to the cars. The chase driver determines the route that is to be driven by each driver. New drivers are instructed to follow more experienced drivers until such time as the new drivers are familiar with the designated routes. Generally, the drivers do not have any expenses in connection with the work. The chase driver is responsible for making sure that there is sufficient fuel in the vehicles to complete the trip. If the designated route requires payment of a toll, the drivers are reimbursed for any tolls which they pay. The drivers are not required to provide tools or supplies to perform the work. The drivers are required to personally perform the work. The drivers may not hire others to perform the work for them. The drivers are allowed to refuse work assignments and are not required to report for work every day. However, the Petitioner warns the drivers that if they do not report for work every day or if they refuse a work assignment, the Petitioner will penalize the driver by not allowing the driver to work for the next several days. Prior to approximately 2006 the Petitioner required all of the drivers to wear a uniform bearing the Petitioner's name. Beginning in approximately 2006 the Petitioner discontinued the requirement that the drivers wear uniforms. Instead, the Petitioner required that the drivers wear a company identification badge. The drivers are paid on an established biweekly pay day. No taxes are withheld from the pay. The drivers do not receive fringe benefits such as health insurance, paid vacations, or paid holidays. Generally, the driver's earnings are reported to the Internal Revenue Service on Form 1099-MISC as nonemployee compensation. During 2006 the Joined Party's earnings were less than $600 and the Petitioner did not report the Joined Party's earnings. Either party has the right to terminate the relationship at any time without incurring liability. Occasionally, the Petitioner needs extra chase drivers or substitute chase drivers. On those occasions the Petitioner appoints a regular driver to work as the chase driver or lead driver. Although the chase drivers are acknowledged to be employees, the Petitioner does not consider the extra chase drivers or substitute chase drivers to be employees. In June 2008 the Petitioner asked the Joined Party if the Joined Party would mind working as a chase driver for a day. The Joined Party agreed to work as a substitute chase driver for a day. After the Joined Party worked for a day as a substitute chase driver the Petitioner offered the position to the Joined Party as a permanent chase driver. The Joined Party accepted and began work on June 21, 2008, as an employee of the employee leasing company. Conclusions of Law: The issue in this case, whether services performed for the Petitioner constitute employment subject to the Florida Unemployment Compensation Law, is governed by Chapter 443, Florida Statutes. Section 443.1216(1)(a)2., Florida Statutes, provides that employment subject to the chapter includes service performed by individuals under the usual common law rules applicable in determining an employer-employee relationship. The Supreme Court of the United States held that the term "usual common law rules" is to be used in a generic sense to mean the "standards developed by the courts through the years of adjudication." United States v. W.M. Webb, Inc., 397 U.S. 179 (1970). The Supreme Court of Florida adopted and approved the tests in 1 Restatement of Law, Agency 2d Section 220 (1958), for use to determine if an employment relationship exists. See Cantor v. Cochran, 184 So.2d 173 (Fla. 1966); Miami Herald Publishing Co. v. Kendall, 88 So.2d 276 (Fla. 1956); Mangarian v. Southern Fruit Distributors, 1 So.2d 858 (Fla. 1941); see also Kane Furniture Corp. v. R. Miranda, 506 So2d 1061 (Fla. 2d DCA 1987). Restatement of Law is a publication, prepared under the auspices of the American Law Institute, which explains the meaning of the law with regard to various court rulings. The Restatement sets forth a nonexclusive list of factors that are to be considered when judging whether a relationship is an employment relationship or an independent contractor relationship. 1 Restatement of Law, Agency 2d Section 220 (1958) provides: (1) A servant is a person employed to perform services for another and who, in the performance of the services, is subject to the other's control or right of control. (2) The following matters of fact, among others, are to be considered: (a) the extent of control which, by the agreement, the business may exercise over the details of the work; (b) whether or not the one employed is engaged in a distinct occupation or business; (c) the kind of occupation, with reference to whether, in the locality, the work is usually done under the direction of the employer or by a specialist without supervision; (d) the skill required in the particular occupation; (e) whether the employer or the worker supplies the instrumentalities, tools, and the place of work for the person doing the work; (f) the length of time for which the person is employed; (g) the method of payment, whether by the time or by the job; (h) whether or not the work is a part of the regular business of the employer; (i) whether or not the parties believe they are creating the relation of master and servant; (j) whether the principal is or is not in business. Comments in the Restatement explain that the word servant does not exclusively connote manual labor, and the word employee has largely replaced servant in statutes dealing with various aspects of the working relationship between two parties. In Department of Health and Rehabilitative Services v. Department of Labor & Employment Security, 472 So.2d 1284 (Fla. 1st DCA 1985) the court confirmed that the factors listed in the Restatement are the proper factors to be considered in determining whether an employer-employee relationship exists. However, in citing La Grande v. B&L Services, Inc., 432 So.2d 1364, 1366 (Fla. 1st DCA 1983), the court acknowledged that the question of whether a person is properly classified an employee or an independent contractor often can not be answered by reference to hard and fast rules, but rather must be addressed on a case-by-case basis. The Petitioner's business is to transport vehicles for automobile dealerships and automobile rental companies. The drivers drive the vehicles for the Petitioner. The drivers are required to wear either the Petitioner's company uniform or a company identification badge. The work performed by the drivers is not separate and distinct from the Petitioner's business. The work is the Petitioner's primary business activity and is an integral and necessary part of the Petitioner's business. The drivers do not have any expenses in connection with the work and they are not at risk of suffering a financial loss from performing services. The Petitioner provides on-the-job training and the drivers are supervised by a lead driver or chase driver. The drivers are required to personally perform the work and they may not hire others to perform the work for them. The drivers work under the direction and control of the chase drivers. The Petitioner determines the routes to be driven and determines what a driver may or may not do while working. The drivers are penalized if they do not work everyday or if they refuse a work assignment. The work does not require any special skill or knowledge. The greater the skill or special knowledge required to perform the work, the more likely the relationship will be found to be one of independent contractor. Florida Gulf Coast Symphony v. Florida Department of Labor & Employment Sec., 386 So.2d 259 (Fla. 2d DCA 1980) The Petitioner determines if a driver works as a chase driver or as a regular driver. Generally, the Petitioner classifies the chase drivers as employees and the regular drivers as independent contractors. The Petitioner determines the pay rate and does not withhold taxes from the pay of the drivers. The lack of payroll tax withholding does not, standing alone, establish independence. The Joined Party worked for the Petitioner as a driver for approximately one and one-half years before the Petitioner promoted her to the position of chase driver. Some of the Petitioner's drivers have worked for the Petitioner as long as five years. Either party has the right to terminate the relationship at any time without incurring liability. These facts reveal the existence of an at-will relationship of relative permanence. In Cantor v. Cochran, 184 So.2d 173 (Fla. 1966), the court in quoting 1 Larson, Workmens' Compensation Law, Section 44.35 stated: "The power to fire is the power to control. The absolute right to terminate the relationship without liability is not consistent with the concept of independent contractor, under which the contractor should have the legal right to complete the project contracted for and to treat any attempt to prevent completion as a breach of contract. The Petitioner controlled what work was performed, when it was performed, and where it was performed. Through on-the-job training, written and verbal instructions, and direct supervision, the Petitioner controlled how the work was performed. In Adams v. Department of Labor and Employment Security, 458 So.2d 1161 (Fla. 1st DCA 1984), the Court held that if the person serving is merely subject to the control of the person being served as to the results to be obtained, he is an independent contractor. If the person serving is subject to the control of the person being served as to the means to be used, he is not an independent contractor. It is the right of control, not actual control or interference with the work which is significant in distinguishing between an independent contractor and a servant. The Court also determined that the Department had authority to make a determination applicable not only to the worker whose unemployment benefit application initiated the investigation, but to all similarly situated workers. It is concluded that the services performed for the Petitioner by the Joined Party and other individuals working as drivers constitute insured employment. However, the determination in this case has a retroactive date of January 1, 2008. The Joined Party began performing services in December 2006. Some of the Petitioner's drivers have performed services for as long as five years. Therefore, the retroactive date of the determination is in error. Rule 60BB-2.032(1), Florida Administrative Code, provides that each employing unit must maintain records pertaining to remuneration for services performed for a period of five years following the calendar year in which services were rendered. Therefore, the correct retroactive date in this case is January 1, 2004. The Petitioner submitted a letter on October 2, 2009, apparently intended to serve as proposed findings of fact and conclusions of law. The submission does not contain any clearly identified proposed findings of fact other than the statements that the Joined Party voluntarily quit her job, the Joined Party failed to perform her job properly, and the Joined Party failed to follow instructions. If these proposals relate to the time the Joined Party worked for the Petitioner as a driver, the Petitioner's proposals show the exercise of control on the part of the Petitioner. If they relate to the period of time when the Joined Party worked as a chase driver, they are not relative to the issue. The Petitioner also argues that the drivers are default independent contractors under Section 530 of the Internal Revenue Code. The Petitioner's proposed conclusion is not supported by any evidence in the record and is not relative to the issue in this case. 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