Sentences with phrase «negligent hiring if»

 The goal is to help employers navigate the maze of legal requirements and potential pitfalls in order to minimize lawsuits from applicants for violation of their rights, or litigation for negligent hiring if a background check is insufficient.Â

«Firms can not afford to be sidetracked by employee problems such as workplace violence, theft, false resumes, embezzlement, harassment, or trumped - up injury claims as employers can be sued for negligent hiring if they hire someone they should have known, through the exercise of due diligence, was dangerous, unfit, dishonest, or unqualified.»

«Employers can be sued for negligent hiring if they hire someone they should have known, through the exercise of due diligence, was dangerous, unfit, dishonest, or unqualified.»

If employers hire employees they knew — or in the exercise of reasonable care should have known — were dangerous, unfit, or unqualified for the position, employers can be sued for negligent hiring if injuries or death occur.

Employers can be the subject of lawsuits for negligent hiring if they hire someone that they knew or should have known — through the exercise of due diligence — was dangerous, unfit, or unqualified for the position.

Employers can be the subject of lawsuits for negligent hiring if they hire someone that they should have known, through the exercise of due diligence, was dangerous, unfit, dishonest or unqualified.

Not exact matches

Plus, the number of negligent hiring lawsuits in this country is mounting — if your staff member's actions hurt someone, you can be held accountable and sued.

Therefore, it is important to investigate the trucking company's hiring practices after an accident has occurred to determine if a negligent disregard was made to the requirements expected of them.

In addition to holding a trucking company responsible for the actions of its employees, trucking companies can also be held responsible for a collision if the company was negligent in hiring, training, supervising or retaining a careless driver.

If a company is negligent in the hiring, training, or employment of a driver, they may be held financially responsible for any injuries and harms that result.

If a company fails to conduct such investigation or is careless in its investigation, it could be held responsible for the negligent hiring of a driver.

If the driver had a record of irresponsible driving, including previous accidents involving fatigue, the employer might also be responsible for negligent hiring or negligent entrustment.

If a jury finds that a defendant was negligent, it may award past and future medical expenses, lost wages including for time spent going to doctor's appointments, property damage, the cost of hiring someone to do household tasks you aren't able to do because of the accident, emotional distress, permanent disfigurement or disability damages, and any reduction in your future earning ability because of the injury.

A trucking company may also be found directly liable for such damages if the company is determined to have been negligent in screening, hiring, training, monitoring, or retaining a driver whose negligence caused an accident victim's injury or death.

A lot of other states simply call it vicarious liability, but the important thing is if that's what you're trying to show, that a company or employer should be responsible for the negligence of their employees, you need to be able to show that the person who was negligent, the employee, was acting for the most part in furtherance of their employer's interests, doing the job they were hired to do.

If a person has been harmed by a negligent doctor or medical professional, they should retain the services of a Springfield medical malpractice lawyer who will hire an expert witness to corroborate the reasons for medical mistreatment and will make sure that the injured party is treated fairly throughout the legal process.

If there is evidence that a company employed drivers with histories of failed drug tests, disqualifying medical conditions or prior crashes, then this may constitute negligent hiring.

If the driver had a history of unsafe driving and violations, then the trucking company might even bear further responsibility for negligent hiring.

The hospital may also be found directly liable if it is found to have been negligent in the screening, hiring, training, or retaining of the negligent employee.

A child - care facility may also be found liable if its negligent hiring practices led to the hiring of unqualified staff - members whose negligent supervision of children was a cause of a child's injuries.

If the bus driver is employed by a bus company or any agency or entity, the company, agency, or entity can also be sued based either on the actions of its employee or based on its own negligent policies and practice (for things like poor hiring procedures or inadequate training).

If the driver has had a long string of DUIs and he was drunk when he failed to adequately secure the goods, but the employer hired him without performing a background check, the employer may also be directly liable for negligent hiring or negligent supervision.

The Florida statute gives employers the benefit of the doubt in negligent hiring suits, presuming they are NOT negligent if, before hiring the employee, the employer conducted a background investigation of the prospective employee and the investigation did not reveal information that reasonably demonstrated that the individual was unsuitable for the particular work or employment in general.

If your organization is aware, or have reason to believe your employee is unfit for duty, your organization may be held liable for negligent hiring and subjected to wrongful death lawsuits.

If the background check fails to reveal such information, you can hire the employee without being presumed negligent.

If a member of the public sued an employer for negligent hiring, the employer theoretically could bring a third - party suit against the screening company, claiming that it hired the person because of an allegedly faulty resume verification, according to Paler.

If it is true that ex-offenders are inherently more risky, then hiring these individuals would expose you to a higher chance of a negligent hiring or retention lawsuit.

Employers who are sued for negligent hiring have minimized their risks if they previously conducted a background check, said Kevin Klimas, president of Phoenix - based Clarifacts Inc., an employment screening firm.

If employers follow these three simple steps to determine, based on the answers to these questions, if a conviction is worth reporting, they will reduce any negligent hiring claims, as well as discriminatory hiring practiceIf employers follow these three simple steps to determine, based on the answers to these questions, if a conviction is worth reporting, they will reduce any negligent hiring claims, as well as discriminatory hiring practiceif a conviction is worth reporting, they will reduce any negligent hiring claims, as well as discriminatory hiring practices.

These internal incidents of workplace violence leave employers largely liable for any problems that occur in the workplace under the «Negligent Hiring Doctrine» dictating that employers can be held liable for damages if they knowingly employ persons known to pose a potential threat to co-workers or the public.

Employers in the U.S. have long recognized that conducting due diligence on new hires with background screening is a mission critical task that can help them avoid being the subject of negligent hiring lawsuits if they hire someone that they should have known — through the exercise of due diligence — was dangerous, unfit or unqualified.

Even if a construction contractor you hired is the one who caused your tree to fall, you may still be held liable, as long as your neighbor can prove that your negligent direction led to the tree's demise.