John Allen Turner an employee to Tallahassee Furniture Company was hired to perform duties for the company. However, during the hiring phase, Mr. Turner never fully completed the necessary application for the Tallahassee Furniture Company. The company still gave Mr. Turner employment regardless. Mr. Turner has suffered from drug addictions in the past and an ailment of schizophrenia. There is criminal behavior from Mr. Turners past and past employers have terminated Mr. Turner for his known drug abuse. During Turners employment, he had gone back to a previous client’s house of Elizabeth Harrison and assaulted her severely. After the crime was committed, Harrison not only sued Turner, but she had also sued Tallahassee Furniture Company
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If an employer communicated to the employee to commit a crime, was negligent in supervising the employee or negligent in the hiring of the employee, then the employer is ultimately responsible. An employer can be found a fault in criminal law if they were found to be negligent on employee selection. “Tallahassee Furniture Company, the company did not ask him to complete a job application” (Davidson, Forsythe, 2013). This is negligent hiring on behalf of Tallahassee Furniture Company. Negligent hiring “assumes that if the company had properly investigated the applicant’s past, it would have learned of the prior inappropriate conduct of the applicant, and then the employer would not have hired the person” (Davidson, Forsythe, 2013). If the furniture company did their due diligence, they could have prevented the ramifications of being sued, more so they could have prevented any harm being inflicted on Elizabeth Harrison. What the courts will look into is the employer was, in fact, negligent as evidence of proof. Because Turner did not complete an application, the employer’s efforts did not meet the requirements. “The court then considers the reasonableness of the employer’s efforts to inquire into the applicant’s background” (Davidson, Forsythe,
If an employer communicated to the employee to commit a crime, was negligent in supervising the employee or negligent in the hiring of the employee, then the employer is ultimately responsible. An employer can be found a fault in criminal law if they were found to be negligent on employee selection. “Tallahassee Furniture Company, the company did not ask him to complete a job application” (Davidson, Forsythe, 2013). This is negligent hiring on behalf of Tallahassee Furniture Company. Negligent hiring “assumes that if the company had properly investigated the applicant’s past, it would have learned of the prior inappropriate conduct of the applicant, and then the employer would not have hired the person” (Davidson, Forsythe, 2013). If the furniture company did their due diligence, they could have prevented the ramifications of being sued, more so they could have prevented any harm being inflicted on Elizabeth Harrison. What the courts will look into is the employer was, in fact, negligent as evidence of proof. Because Turner did not complete an application, the employer’s efforts did not meet the requirements. “The court then considers the reasonableness of the employer’s efforts to inquire into the applicant’s background” (Davidson, Forsythe,