{"id":5948,"date":"2017-01-06T09:25:35","date_gmt":"2017-01-06T09:25:35","guid":{"rendered":"http:\/\/www.racinelaw.net\/?p=5948"},"modified":"2017-01-06T09:25:35","modified_gmt":"2017-01-06T09:25:35","slug":"negligent-hiring-negligent-supervision","status":"publish","type":"post","link":"https:\/\/www.racinelaw.net\/blog\/negligent-hiring-negligent-supervision\/","title":{"rendered":"Negligent Hiring and Negligent Supervision"},"content":{"rendered":"

By Lane V. Erickson, Attorney<\/a><\/p>\n

In Idaho, employers have a duty to protect others from the foreseeable harmful conduct of its employees. \u00a0The two types of cases that are usually brought against an employer when an employee engages in intentionally harmful conduct to others are negligent hiring and negligent supervision.<\/p>\n

In the negligent hiring area Idaho has few cases. \u00a0One worth discussing is Doe v. Garcia, et al.<\/em>, 131 Idaho 578 (1998). \u00a0In Doe<\/em>, the employee worked for a hospital as a respiratory therapist. \u00a0However, the hospital, in hiring the employee, failed to request the employee\u2019s personnel file from his previous employer. \u00a0In failing to obtain this personnel file, the hospital failed to learn that the employee had been fired from his previous job because he had sexually molested a patient at his previous job. \u00a0While working for the hospital, the employee admitted to a staff member the reason for his previous termination. \u00a0However, the hospital took no further action. \u00a0While working, the employee treated Doe, who was a minor and developed a friendship with him. \u00a0The employee was later discharged by the hospital for encouraging under-aged employees to consume alcohol. \u00a0After his termination, the employee sexually molested Doe. \u00a0Doe filed suit against the hospital alleging that it was negligent in hiring the employee. \u00a0The district court ruled in favor of the hospital. \u00a0Doe appealed. \u00a0The Idaho Supreme Court reversed and remanded the matter to the district court for further proceedings stating that a genuine issue existed as to whether the hospital was liable and whether it should have foreseen that the employee would use his position within the hospital that would lead to the molestation of Doe.<\/p>\n

Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"

By Lane V. Erickson, Attorney In Idaho, employers have a duty to protect others from the foreseeable harmful conduct of its employees. \u00a0The two types of cases that are usually brought against an employer when an employee engages in intentionally harmful conduct to others are negligent hiring and negligent supervision. In the negligent hiring area […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5948","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"yoast_head":"\nNegligent Hiring and Negligent Supervision|Racine Olson<\/title>\n<meta name=\"description\" content=\"If you have questions about employment law, we can help. 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