Sentences with phrase «of negligent hiring»

With lawsuits for negligent hiring on the rise, employers can still find themselves the target of negligent hiring by failing to supervise the hiring practices of their staffing vendors.

Background check practices every employer should use to diminish the risk of negligent hiring claims.

Poor research can foster complaints of negligent hiring and negligent retention as well as give rise to a proliferation of federal lawsuits related to federal Fair Credit Reporting Act (FCRA) violations.

ESR has released a press release today announcing the release of a professionally produced 36 minute video re-enactment of portions of a negligent hiring trial.

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.

In addition, for employers to be able to defend themselves from allegations of negligent hiring, they must demonstrate due diligence in their hiring process.»

As the press release states, â $ The DVD of a negligent hiring trial, filmed in an actual courtroom, demonstrates opening statements, cross-examination of an HR professional, testimony from an expert witness,...

When you consider that many employers fail to take the necessary precautions to protect themselves from the inevitable pitfalls of negligent hiring, this tool is an easy way to check your current efforts against what might be considered reasonable.

Thorough background screening can be an effective way of meeting the due diligence standard and mitigating liability exposure from claims of negligent hiring practices.

Still, to minimize the risks of negligent hiring and increase safety in the workforce, both must be subject to screening.

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.

Thorough background screening can help mitigate liability exposure from claims of negligent hiring practices.

By creating a thorough background check, you reduce the risk of a negligent hiring lawsuit, which damages your brand and the faith of your employees.

Employers lose more than 70 percent of negligent hiring lawsuits.

And considering employers lose about 70 % of negligent hiring claims, with damages averaging $ 1 million per case, it is wise for employers to take appropriate measures.

The risks of negligent hiring or retention of employees requires your due diligence in the screening process.

Previous articles on this blog have addressed the importance of carefully constructed decision criteria and the need to apply those criteria consistently to promote fair hiring and avoid the risk of negligent hiring.

More narrowly, but perhaps even more importantly, relying on an inadequate background check process may expose you to claims of negligent hiring or retention.

Screening programs can also strengthen an organization's defense in the event of a negligent hiring or negligent retention lawsuit by demonstrating «duty of care» in the employment process.

In the case of negligent hiring, courts will generally look at whether an employer knew or should have known that the employee was likely to cause harm.

Negligent Hiring: New Mexico also allows claims against an employer using the theory of negligent hiring.

A driver with a history of infractions has no business transporting people, and this could also make the bus owner guilty of negligent hiring.

The firm's Transportation Group has successfully defended cases involving claims for wrongful death, catastrophic injury and punitive damages, as well as allegations of negligent hiring, training and failure to comply with DOT regulations.

The same is true of negligent hiring of a subcontractor, which blames a broker for failing to properly vet a motor carrier on its ability to undertake a transport job and maintain their and other motorists safety while on the road.

(The estate had intended to use this as evidence of negligent hiring and retention.)

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.

Not exact matches

Specifically, he asserted the following causes of action: «(1) counts one and two - fraudulent concealment and fraud; (2) count three - civil conspiracy; (3) counts four and five - negligence; (4) count six - negligent misrepresentation; (5) counts seven and eight - negligent hiring and retention; and (6) count nine - wrongful death and survival.

Among other questions to be answered by a counsel, Lorigo is seeking to find out whether the county was negligent in hiring Dirschberger and whether the county was aware of any sexual assault or harassment allegations related to Dirschberger.

There are several main questions I believe need answers: Was the county negligent in the hiring and supervision of Al Dirschberger?

It may also occur due to the negligent hiring, training, or supervision of medical staff.

The court held that Hill Brothers was not vicariously liable for the negligent acts of the driver of the carrier that it had hired to deliver its goods.

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 every one of these cases, your negligent security lawyer should hire a security expert to focus the investigation on reasonable steps the property owner could have taken but did not take.

While in most instances employers can be held responsible for the negligence of their employees through what is known as Negligent Retention and Negligent Hiring, the man that the sex offender was accompanying is a contract worker for MasTec Advanced Technologies.

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.

The firm frequently handles claims of negligent supervision, negligent hiring, negligent retention, negligent training, breach of contract, intentional infliction of emotional distress, defamation and assault and battery.

We also defend employers against claims of employment discrimination, sexual harassment, wrongful discharge, negligent hiring, negligent retention, negligent training and employer defamation.

As part of her practice in employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.

The plaintiffs also included a negligent hiring claim, arguing that the trucking company was negligent in hiring the truck driver, given his past convictions for drugs and significant history of traffic offenses.

While it did not find Pizza Hut negligent in hiring Fisk — who had only been licensed to drive for three months at the time of the crash — it held the company liable under trusty old respondeat superior.

Carr Maloney has extensive experience defending nursing homes and assisted living facilities in cases involving claims of wrongful death, failure to give proper care and attention to patients (including the elderly), patient abuse and neglect, simple negligence, failure to diagnose, and negligent hiring, supervision and retention, among others.

Our firm successfully guides clients through these complex employment matters, and we also defend clients against claims asserted by third parties (regarding negligent hiring, supervision and retention, etc.) and employees (discrimination, harassment and breach of contract, etc.).

We can prepare and file a lawsuit against the negligent parties, conduct the necessary discovery, which can include taking the deposition of the other party, hiring experts and taking the deposition of the truck company's experts.

We routinely represent religious clients in matters involving: the First Amendment, ownership and use of church property, detinue, conversion, fraud and misrepresentation, sexual misconduct, negligence, negligent hiring, negligent retention, negligent supervision, intentional and negligent emotional distress, employment based discrimination and harassment and breach of contract.

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.

Lastly, I have criticized the government for its negligent misallocation of scarce education resources and for putting in place a litigation gauntlet that serves mainly to grind down litigants with excessive costs in an attempt to deflect as many people as possible from adding to the government «s potential cost of having to hire more judges and so on.

Lastly, I have rightly criticized the government for its negligent misallocation of scarce education resources and for putting in place a litigation gauntlet that serves mainly to grind down litigants with excessive costs in an attempt to deflect as many people as possible from adding to the government «s potential cost of having to hire more judges and so on.