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Attorneys' Fees Properly Awarded After Voluntary Dismissal
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Nonparty not Bound by Protective Order
Notice of Claim is Affirmative Defense Which is Waived if not Pled in Answer, Reply to Counterclaim or 12 (b) Motion
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Reference to Public Records in Motion to Dismiss does not Convert it to Motion for Summary Judgment.
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Default Judgment May Include Punitive Award Even if Plaintiff Fails to Plead a Specific Amount
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Vicarious Liability for Lent Employee
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Posted by: Ted Schmidt
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Topic: Asserting 5th Amendment in Civil Action Creates Inference of Guilt
Torts—General Employer’s Vicarious Liability for Lent Employee
Tarron v. Bowen Machine & Fabricating, Inc., 222 Ariz. 160, 213 P.3d 309 (App., Div. I, July 7, 2009)(J. Barker)
CONTRACT BETWEEN GENERAL EMPLOYER AND LENT EMPLOYEE IS NOT DISPOSITVE OF WHO HAS RIGHT TO CONTROL AND CAN BE VICARIOUSLY LIABLE FOR ACTS OF LENT EMPLOYEE
Plaintiff, a Phelps Dodge employee, fell through a gap between a platform and ramp at the mine that was created by defendant Bowen Machine’s employees. Plaintiff sought to hold Bowen vicariously liable under the doctrine of Respondeat Superior for their employees’ negligence. Bowen defended claiming the employees had been “lent” to Phelps, Phelps had the right to control them and therefore Bowen was not vicariously liable for their actions. The trial court granted partial summary judgment for the plaintiff on this issue finding Bowen’s contract with Phelps gave it control over the employees. A jury awarded the plaintiff $1.5 million and found Bowen 60% at fault. Bowen appealed arguing it and not plaintiff was entitled to summary judgment on the issue of control of the lent employees.
First the Court of Appeals set forth the “lent employee” doctrine which holds when a general employer (Bowman) lends an employee to a special employer (Phelps) the lent employee is treated as the special employer’s employee unless the general has control or the right to control the lent employee. The “right of control” as opposed to actual exercised control is the key. Here the general retained the right to control in its contract with Phelps, but in fact Phelps exercised control in the manner in which the lent employees performed their work.
When, as here, both the general and special employer have control, liability should be allocated to the employer in the better position to take measures to prevent the injury. Here the evidence was uncontroverted that Phelps in fact exercised exclusive control over these employees in their work involving the moving of the ramp. Further, a Bowen supervisor testified that the contract which provided “[Phelps] will have no direction or control as to the method of performance of the work” did not apply to this specific job and in fact Bowen would have had no right to come in and tell them how to perform their work on the ramp.
Accordingly, the Court of Appeals held there was a question of fact for the jury as to who controlled the lent employees in the creation of the hazard and that partial summary judgment was inappropriate.
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