Opinion ID: 1528460
Heading Depth: 1
Heading Rank: 1

Heading: Richard Kennedy's Appeal

Text: [¶ 7] Section 626 of title 26 provides in relevant part: An employee leaving employment must be paid in full within a reasonable time after demand.... For purposes of this section, the term employee means any person who performs services for another in exchange for compensation, but does not include an independent contractor. For purposes of this subchapter, a reasonable time means the earlier of either the next day on which employees would regularly be paid or a day not more than 2 weeks after the day on which the demand is made.... An employer found in violation of this section is liable for the amount of unpaid wages and, in addition, the judgment rendered in favor of the employees must include a reasonable rate of interest, an additional amount equal to twice the amount of those wages as liquidated damages and costs of suit, including a reasonable attorney's fee. [¶ 8] The trial court expressly found that Taylor and the other caregivers were employees and not independent contractors. The factors that are to be applied to determine whether a worker is an employee or an independent contractor are set forth in Murray's Case, 130 Me. 181, 186, 154 A. 352, 354 (1931): (1) the existence of a contract for the performance by a person of a certain piece or kind of work at a fixed price; (2) independent nature of his business or his distinct calling; (3) his employment of assistants with the right to supervise their activities; (4) his obligation to furnish necessary tools, supplies, and materials; (5) his right to control the progress of the work except as to final results; (6) the time for which the workman is employed; (7) the method of payment, whether by time or by job; (8) whether the work is part of the regular business of the employer. The most important factor is the right to control. See id. at 185, 154 A. at 354; see also Marston v. Newavom, 629 A.2d 587, 591 (Me.1993) (applying right to control test to section 626 employment status determination). [¶ 9] The trial court applied those factors, and the record supports its finding that Taylor and the other caregivers were employees. They were employed on an hourly basis for specific periods of time, with the exception of Taylor whose pay was changed by Richard from hourly to a weekly salary. As Clarence's agent, Richard had the power to discharge the caregivers, until his power of attorney was revoked, and he exercised control over them, particularly Taylor. Before and after the power of attorney was revoked Clarence himself had the power to discharge and control the plaintiffs. It is also apparent that Taylor was authorized to hire Nowak and Manuel. We cannot say that the trial court's conclusion that Richard and Clarence had the right to control the caregivers was clearly erroneous. [¶ 10] The trial court also found that all five caregivers made a demand for wages as required by section 626. The record shows that they made a demand for payment to DHS whose agent said they would be paid as soon as Richard turned over Clarence's money. Their attorney sent a demand letter to Richard at a point in time when Richard held Clarence's assets. On several occasions Taylor discussed with Clarence the fact that the caregivers were not being paid, and Clarence said they would be paid as soon as he got the money from Richard. The trial court was not clearly erroneous in concluding that the plaintiffs satisfied the statutory demand requirement. [¶ 11] Richard's remaining arguments on appeal are without merit.