Earlier this year, a state appellate court issued a written opinion discussing the negligent entrustment theory of liability. The plaintiff in the case was a man who was injured when a drunk driver struck him while he was driving. The relevant claim was against the driver’s employer, which had allowed the driver to use a company vehicle. The court ultimately determined that the plaintiff’s case should be permitted to move ahead toward trial because there was sufficient evidence to put the employer on notice as to the driver’s history of DUI convictions.
As mentioned above, the plaintiff was struck by a drunk driver. That driver had arranged to borrow a vehicle from his employer. The employer allowed the driver to borrow the vehicle, despite the fact that it was clearly prohibited by company policy. While the employee was borrowing the vehicle, he had a few drinks and was involved in a DUI accident with the plaintiff.
The plaintiff filed a personal injury case against the driver’s employer, arguing that the employer was negligent in allowing the defendant to use a company vehicle. In support of his claim, the plaintiff pointed to several drunk driving convictions that the employee had incurred prior to being hired. In its defense, the employer explained that the employee only told the employer about one of the DUI convictions in the interview. The employer ran a background check that went back three years, and nothing came back.