Vector Marketing Corp. v. Employment Department

365 P.3d 686, 275 Or. App. 999, 2015 Ore. App. LEXIS 1611
CourtCourt of Appeals of Oregon
DecidedDecember 30, 2015
DocketT71599; A155527
StatusPublished
Cited by1 cases

This text of 365 P.3d 686 (Vector Marketing Corp. v. Employment Department) is published on Counsel Stack Legal Research, covering Court of Appeals of Oregon primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Vector Marketing Corp. v. Employment Department, 365 P.3d 686, 275 Or. App. 999, 2015 Ore. App. LEXIS 1611 (Or. Ct. App. 2015).

Opinion

TOOKEY, J.

Petitioner, Vector Marketing Corp. (Vector), seeks judicial review of a final order of the Employment Department that determines, among other things, that Vector was an employer of salespeople of Cutco cutlery from the fourth quarter of 2008 to the fourth quarter of 2011 and, accordingly, was required to pay unemployment insurance tax. Vector contends that its arrangement with the salespeople, who performed demonstrations of the products in consumers’ homes and were paid, in part, based on the number of demonstrations performed, is excluded from the general definition of “employment” in ORS 657.030(1). In Vector’s view, the arrangement with the salespeople falls under ORS 657.087(2), which provides an exception to employment for certain services performed by direct sellers of consumer goods in the home.1 As explained below, we conclude that the exception to employment set forth in ORS 657.087(2) does not apply to compensation based on the number of demonstrations performed and, thus, Vector’s arguments fail. We therefore affirm.

Before stating the facts, we pause to note that, in its first assignment of error, Vector challenges factual findings that the administrative law judge (ALJ) made regarding the compensation at issue here, which was made under Vector’s “minimum commission program.” Vector’s challenge relates to the operation of the minimum commission program. However, the ALJ’s findings are supported by substantial evidence in the record and, in our view, are also consistent with Vector’s view of the program. See ORS 657.684 (“Judicial review of decisions under ORS 657.683 shall be as provided for review of orders in contested cases in ORS chapter 183 * * *.”); Portland Columbia Symphony v. Employment Dept., 258 Or App 411, 420, 310 [1001]*1001P3d 1139 (2013) (we review the department’s factual findings for substantial evidence). With that explanation, we reject the first assignment of error without further discussion.

We state the facts consistently with the AL J’s findings, which, as noted, are supported by substantial evidence in the record. Vector is a national distributor of Cutco cutlery. It engages salespeople to perform demonstrations of its products in consumers’ homes. Vector pays the salespeople a commission of between 10 and 30 percent (and more than 30 percent, in some cases) on the orders they obtain that Vector approves. Vector also promises some salespeople a minimum incentive payment per qualifying demonstration performed during a given sales period.2 To the extent that the salesperson obtains orders for products, and, thus, earns a sales commission, during the sales period, the incentive payment is replaced by the sales commission.

At the hearing before the ALJ, Vector’s Legal Affairs Manager provided an example of how the incentive payments work. If a salesperson had an incentive payment rate of $15 per qualified presentation and made 10 qualified presentations in a one-week sales period, the salesperson would receive at least $150 — $15 for each of the 10 presentations — for that week regardless of whether he or she earned any sales commission by obtaining orders for products during that week. The incentive payment is reduced by the amount of the sales commission earned. The following three alternative scenarios illustrate that proposition. First, if the salesperson obtained no orders and, thus, earned no sales commission, the incentive payment for the week would be $150. Second, if the salesperson obtained $500 in orders during the week and had a 25 percent commission rate, then the salesperson would receive $125 in sales commission and would also receive an incentive payment of $25 to increase the total amount paid to $150. Third, if the salesperson [1002]*1002obtained $1,000 in orders and had a 25 percent commission rate, the salesperson would receive $250 in sales commission and no incentive payment at all.

Between December 2011 and July 2013, the department issued a notice of determination and numerous notices of tax assessment against Vector. Eventually, the charges were consolidated for a hearing before an ALJ. At the hearing, the parties agreed that the payroll numbers and taxes that were the subject of the hearing related only to the amounts that Vector paid salespeople as incentive payments, not any amounts that were replaced by sales commissions. That is, the relevant assessments, and the hearing, related to the status of the difference between the sales commission (in the second scenario above, $125) and the promised minimum incentive payment for the number of demonstrations performed (in the second scenario, $150). Thus, in the second scenario above, the incentive payment amount that was at issue at the hearing would be $25.3

At the hearing, as relevant here, Vector contended that the direct-seller exception in ORS 657.087(2) excluded from “employment” the services for which it made incentive payments to salespeople — that is, the demonstrations. The department responded that services performed in exchange for the incentive payments were not excluded under ORS 657.087(2) and that, even if they were excluded by the statute, the incentive payments were nonetheless “wages” under OAR 471-031-0045, which defines “guaranteed wages.” The ALJ concluded that the services that the salespeople performed for Vector were taxable employment to the extent that the salespeople were paid incentive payments on a per-demonstration basis; that is, the demonstrations were not entirely excluded from the definition of “employment” by ORS 657.087(2). The ALJ also concluded that OAR 471-031-0045 contains “additional definitions for purposes of ORS 657.087” and that, under that rule, the department [1003]*1003has “exempted” any guaranteed payments from ORS 657.087(2).4

On judicial review Vector contends that the ALJ misinterpreted ORS 657.087(2) and OAR 471-031-0045. We review the department’s order for errors of law and substantial reason. See ORS 657.684; Portland Columbia Symphony, 258 Or App at 420. Because we conclude that the incentive payments do not fall within the exclusion from employment set forth in ORS 657.087(2), we affirm.

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Cite This Page — Counsel Stack

Bluebook (online)
365 P.3d 686, 275 Or. App. 999, 2015 Ore. App. LEXIS 1611, Counsel Stack Legal Research, https://law.counselstack.com/opinion/vector-marketing-corp-v-employment-department-orctapp-2015.