Employers Beware: The Risks of Negligent Hiring

Snell & Wilmer

In 2005, a cable repairman visited a young man’s home to conduct Internet service repairs. Upon entering the home, the repairman assaulted and eventually killed the young man. The repairman was later convicted of first-degree murder. Now, the young man’s family is asserting a civil lawsuit against the company that employed the repairman, as well as the company’s subcontractor. The lawsuit claims that the company, and its subcontractor, negligently hired the repairman by failing to conduct an adequate background check before offering him employment. Had they performed an adequate screening, the lawsuit alleges, they would have found the repairman had 12 prior felony convictions and therefore the company should not have allowed the repairman to visit customers’ private homes.

In light of cases such as this, employers should familiarize themselves with the status of negligent hiring laws, as well as some best practices for screening and hiring applicants.

Please see full alert below for more information.

LOADING PDF: If there are any problems, click here to download the file.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Snell & Wilmer | Attorney Advertising

Written by:

Snell & Wilmer

Snell & Wilmer on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide
- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.