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    The use of this form for communication does not establish an attorney-client relationship.

    Employee Misclassification Lawyer

    Experienced Buffalo Attorneys Assisting Misclassified Employees and Independent Contractors Receive Unpaid Wages & Benefits


      How Can We Help You?



      The use of this form for communication does not establish an attorney-client relationship.

      Employee Misclassification Lawyer

      Experienced Buffalo Attorneys Assisting Misclassified Employees and Independent Contractors Receive Unpaid Wages & Benefits

      Employee Misclassification Lawyer

      Experienced Buffalo Attorneys Assisting Misclassified Employees and Independent Contractors Receive Unpaid Wages & Benefits

      Companies often tell truck drivers and delivery drivers that they can be their own bosses and own their routes, but this is false. The company exercises control, and there are several factors under New York state law and federal law that dictate who is and who is not an employee. New York recently enacted a system called the ABC test for motor carriers and transportation delivery workers, and this test comprises several regulations that determine employee status. There is a presumption that if a worker is hired as an independent contractor for one of these companies, the worker is inherently an employee. However, this is not true. This area of law allows us to help workers and represent people who have been exploited by these legal loopholes.


        How Can We Help You?



        The use of this form for communication does not establish an attorney-client relationship.

        Let Our 66 Years of Experience Work For You

        If you’re concerned about missing out on overtime wages, medical benefits, unemployment benefits, disability benefits or workers’ compensation, our experienced Buffalo employee misclassification lawyer represents misclassified employees to ensure they receive the rights and benefits they’ve worked so hard for. Let our experience work for you. We’re here for you.

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        Mr. Ranzenhofer and his attorneys were great! My case was handled quickly and I got a great result – $300,000. I fell at my doctor’s office, so I knew it was a hard case. Mr. Ranzenhofer developed a strategy that got me a great result. I highly recommend Mr. Ranzenhofer and his team of attorneys.

        – Christine Rush

        Reasonable / Professional / Personable … Very nice man to speak to … He helped me feel safe and took away my fear in my legal situation. If or when needed he is ready to jump in and take over. Thank you, Carol

        – Carol Czosnyka

        We were treated in a respectful, professional and helpful manner while preparing our wills, healthcare proxies and power of attorney. Mr. Friedman took as much time as we needed to answer all of our questions and concerns. His staff was friendly and efficient. We highly recommend him.

        – John

        Highly recommended…Sam handled a case for me with a buffalo tow truck Company, we won our case and a judgment. Sam was highly professional knowledgeable and effective. He knows the local laws and how to get successful outcomes!

        – Mark

        I consulted with Justin Friedman in an effort to obtain reimbursement following damage to my personal property. Justin was diligent, tenacious, professional, and clearly dedicated to assisting me, all of which led to a very positive outcome. I was very impressed with his work and I highly recommend his office.

        – Lisa Kilanowski

        Companies often tell truck drivers and delivery drivers that they can be their own bosses and own their routes, but this is false. The company exercises control, and there are several factors under New York state law and federal law that dictate who is and who is not an employee. New York recently enacted a system called the ABC test for motor carriers and transportation delivery workers, and this test comprises several regulations that determine employee status. There is a presumption that if a worker is hired as an independent contractor for one of these companies, the worker is inherently an employee. However, this is not true. This area of law allows us to help workers and represent people who have been exploited by these legal loopholes.

        Most of the time, misclassified employees will earn less money than they did before they bought their route, creating a situation similar to self-employment, except with unforeseen stipulations and expenses. You have to pay the company $20 a week to keep your truck washed and you have to pay for your scanner. These companies will often say, “we’re going to make you wait for four hours while we load your truck and you can’t bill us for that time”. There are numerous minor elements that these companies use in order exercise substantial control over their independent contractors. These drivers may have worked for companies for years, effectively been their own bosses, and completed every assignment to the best of their ability, only to be deprived of fair wages due to unanticipated financial interference. When we file these cases, the law dictates that those misclassified employees are entitled to double damages under a liquidated damage provision if the violation was willful. If we can prove that the employer knowingly misclassified their employees, the employees will then receive twice of what their salary should have been. This opportunity allows us to help workers who have been misclassified, and we are excited about providing necessary legal counsel for this practice group.

        The gig-economy must protect its workers during the pandemic.

        A RESPONSE TO 3/30/2020 BUFFALO NEWS ARTICLE “Is it Really a Strike if Instacart Workers Aren’t Employees?”

        Rampant employee misclassification in the gig-economy industry creates an environment that encourages workplace violations and abuses. While these “progressive” companies earn billions of dollars in profits each year, it is the “independent contractors,” many of whom earn less than minimum wage, who shoulder the brunt of the work without adequate compensation. These workers, at the very least, deserve the protections afforded to all classified as employees in this country. This idea that you can “be your own boss” is frequently a far cry from reality for many gig-economy workers who expect autonomy but then endure significant employer control but receive no employee protections required by Federal and State laws. These abuses were unregulated for years… Continue Reading →


        If you feel as if you have been misclassified  by your employer in the Gig-Economy, contact Sam Alba at Friedman & Ranzenhofer, PC today.

        Assisting Victims of Employee Misclassification Throughout New York

        If your employer misclassifies your employment status, you may be missing out on overtime wages, medical benefits, unemployment benefits, disability benefits or workers’ compensation. At Friedman & Ranzenhofer, our experienced Buffalo employee misclassification lawyer represents misclassified employees to ensure they receive the rights and benefits they’ve worked so hard for. To discuss your rights with an experienced employee misclassification lawyer, contact our office today to schedule a free and confidential consultation. Let our experience work for you.

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        Client Reviews

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        “Friedman & Ranzenhofer provided prompt, courteous and professional assistance regarding a current legal issue. We have used the services of this firm repeatedly because of their consistent high quality service levels.”
        – Ed Berowski

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