Synopsis of Rule of Law. Despite the traditional “going-and-coming” rule shielding employer liability for an employee’s actions during his or her commute, where an employee’s job contributes to an accident, and such accident is foreseeable as a result of the circumstances, any resulting losses can be fairly attributable to employer’s business.
Issue. Where an employee is exposed to a harmful chemical at the workplace and subsequently drives home and gets in an accident, is the employer liable under respondeat superior for the employee’s actions?
Held. Yes. Despite the traditional “going-and-coming” rule shielding employer liability for an employee’s actions during his or her commute, because the consequences of the exposure in this case can foreseeably lead to an accident, and because the employee’s job contributed to the accident, such losses can be fairly attributable to employer’s business.
A defendant moving for summary judgment meets his burden of proof showing that there is no merit to a cause of action if that party has shown that one or more elements of the cause of action cannot be established or that there is a complete defense to that cause of action.View Full Point of Law
Certain exceptions exist to the rule, including when an employee endangers others with a risk arising from or related to work (“in the context of the particular enterprise an employee’s conduct is not so unusual or startling that it would seem unfair to include the loss resulting from it among other costs of the employer’s business”).
Consequently, turning to Plaintiff’s claim, Hernandez was essentially an “instrumentality of danger” after suffering pesticide exposure at work, and the fact that she may not be fit to drive was a foreseeable consequence of the use of the pesticide. Defendant is vicariously liable here, regardless of whether Defendant bore any responsibility for Hernandez’s exposure and subsequent negligent driving, and the fact that Defendant asked Hernandez whether she was fit to drive does not shield it from liability. Just like in cases where an employer is liable for actions of a drunken employee, regardless of whether the employer is responsible for the employee’s drinking, Defendant should be liable here.