R.D. v. Los Angeles Unified School Dist. CA2/1 ( 2023 )


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  • Filed 12/4/23 R.D. v. Los Angeles Unified School Dist. CA2/1
    NOT TO BE PUBLISHED IN THE OFFICIAL REPORTS
    California Rules of Court, rule 8.1115(a), prohibits courts and parties from citing or relying on opinions
    not certified for publication or ordered published, except as specified by rule 8.1115(b). This opinion
    has not been certified for publication or ordered published for purposes of rule 8.1115.
    IN THE COURT OF APPEAL OF THE STATE OF CALIFORNIA
    SECOND APPELLATE DISTRICT
    DIVISION ONE
    R.D., a Minor, etc., et al.,                                         B308957
    Plaintiffs and Appellants,                                 (Los Angeles County
    Super. Ct. Nos. BC644474,
    v.                                                         BC715363)
    LOS ANGELES UNIFIED SCHOOL
    DISTRICT,
    Defendant and Respondent.
    APPEAL from judgments of the Superior Court of Los
    Angeles County, Jon R. Takasugi, Judge. Reversed with
    directions.
    Carrillo Law Firm, Luis A. Carrillo, Michael S. Carrillo,
    Laura M. Jimenez; Esner, Chang, Boyer & Murphy, Holly N.
    Boyer and Kevin K. Nguyen for Plaintiffs and Appellants.
    BDG Law Group and Michele M. Goldsmith for Defendant
    and Respondent.
    ______________________
    Plaintiffs, minors C.R.B., R.D., and C.B.J.,1 by and through
    their guardians ad litem, sued the Los Angeles Unified School
    District (LAUSD) for damages arising out of sexual abuse by an
    after-school care program employee, alleging LAUSD was
    negligent in hiring, retaining, and supervising the employee.
    Given the special relationship between public schools and their
    students, LAUSD supervisors and administrators have a duty of
    care to use reasonable measures to protect students from
    foreseeable injury at the hands of others.
    This appeal requires deciding between two competing tests
    for the foreseeable injury element of this duty of care. Does
    foreseeability require as matter of law that school supervisory or
    administrative personnel knew or should have known the deviant
    propensities of the employee that commits the abuse and
    nevertheless hired, retained, or inadequately supervised him or
    her? Or does foreseeability not require such actual or imputed
    knowledge about the specific employee, and instead address the
    foreseeability of risk to students in general from sexual abuse by
    persons at the school?
    The trial court answered that it was the former and
    granted LAUSD summary judgment, finding that LAUSD did not
    know of the specific risk posed by the plaintiffs’ abuser until after
    the abuse ended. We conclude well-established case law shows it
    is the latter: that foreseeable injury includes the potential for
    sexual abuse by school staff in general. We therefore reverse the
    grant of summary judgment, and remand for further proceedings.
    We do, however, direct the trial court to enter summary
    1 Like the trial court and the parties, we use initials to
    refer to the minor plaintiffs. (Cal. Rules of Court, rule 8.90(b).)
    2
    adjudication in favor of LAUSD on a narrower issue, namely that
    LAUSD cannot be liable for a common law negligence cause of
    action not authorized by the Government Claims Act (Gov. Code,2
    § 810 et seq.).
    We first discuss the fundamental legal principles applicable
    to this appeal, and then set forth the factual and procedural
    history of the summary judgment motions before us. We
    conclude with our analysis of why we reverse the grant of
    summary judgment, but direct the grant of summary
    adjudication on plaintiffs’ common law negligence claim against
    LAUSD.
    LEGAL BACKGROUND
    The Government Claims Act delimits LAUSD’s potential
    tort liability here. We thus begin by summarizing the applicable
    statutory basis for holding LAUSD liable in tort. We also outline
    the special relationship doctrine, which can impose a duty on an
    individual to protect another from harm caused by a third party,
    and the policy considerations set forth in Rowland v. Christian
    (1968) 
    69 Cal.2d 108
     (Rowland) that may potentially limit any
    such duty.
    A.     The Government Claims Act
    “Under the Government Claims Act [citation], there is no
    common law tort liability for public entities in California; instead,
    such liability must be based on statute.” (Guzman v. County of
    Monterey (2009) 
    46 Cal.4th 887
    , 897.) Section 815, subdivision
    (a) provides that, “Except as otherwise provided by statute:
    2 All undesignated statutory references are to the
    Government Code.
    3
    [¶] . . . A public entity is not liable for an injury, whether such
    injury arises out of an act or omission of the public entity or a
    public employee or any other person.” (Ibid.) Thus, “direct tort
    liability of public entities must be based on a specific statute
    declaring them to be liable, or at least creating some specific duty
    of care.” (Eastburn v. Regional Fire Protection Authority (2003)
    
    31 Cal.4th 1175
    , 1183.)
    Plaintiffs premise their claims against LAUSD on section
    815.2, which provides that a public entity can be held vicariously
    liable for a tort committed by its employee. That section states:
    “(a) A public entity is liable for injury proximately caused by an
    act or omission of an employee of the public entity within the
    scope of his employment if the act or omission would, apart from
    this section, have given rise to a cause of action against that
    employee or his personal representative. [¶] (b) Except as
    otherwise provided by statute, a public entity is not liable for an
    injury resulting from an act or omission of an employee of the
    public entity where the employee is immune from liability.”
    (Ibid.)
    Section 820 addresses the scope of liability for public
    employees, providing: “(a) Except as otherwise provided by
    statute (including [s]ection 820.2), a public employee is liable for
    injury caused by his act or omission to the same extent as a
    private person. [¶] (b) The liability of a public employee
    established by this part (commencing with [s]ection 814) is
    subject to any defenses that would be available to the public
    employee if he were a private person.” (Ibid.)
    These statutes set forth “ ‘the general rule . . . that an
    employee of a public entity is liable for his torts to the same
    extent as a private person (§ 820, subd. (a)) and the public entity
    4
    is vicariously liable for any injury which its employee causes
    (§ 815.2, subd. (a)) to the same extent as a private employer
    (§ 815, subd. (b)).’ [Citation.]” (C.A. v. William S. Hart Union
    High School Dist. (2012) 
    53 Cal.4th 861
    , 868 (William S. Hart).)
    Plaintiffs do not seek to hold LAUSD vicariously liable
    under respondeat superior based on the abuser’s acts while he
    worked for LAUSD. “Because sexually abusing a student is not
    within the course and scope of employment of a school district
    employee, a school district is not vicariously liable for the abuse
    itself but may be liable for such things as negligent hiring,
    retention, or supervision.” (Roe v. Hesperia Unified School Dist.
    (2022) 
    85 Cal.App.5th 13
    , 25.) Plaintiffs assert that LAUSD is
    vicariously liable because the LAUSD personnel who hired,
    supervised, and retained the employee who abused plaintiffs
    failed to use due care to protect plaintiffs from abuse. This
    theory relies on the special relationship between school
    employees and schoolchildren, a doctrine to which we now turn.
    B.     The Special Relationship Doctrine
    “Recovery for negligence depends as a threshold matter on
    the existence of a legal duty of care. [Citation.]” (Brown v. USA
    Taekwondo (2021) 
    11 Cal.5th 204
    , 213 (Brown).) “The ‘general
    rule’ governing duty is set forth in Civil Code section 1714” which
    “establishes the default rule that each person has a duty ‘to
    exercise, in his or her activities, reasonable care for the safety of
    others.’ [Citation.]” (Id. at pp. 213, 214.) However, “the law
    imposes a general duty of care on a defendant only when it is the
    defendant who has ‘ “created a risk” ’ of harm to the plaintiff,
    including when ‘ “the defendant is responsible for making the
    plaintiff’s position worse.” ’ [Citations.] The law does not impose
    the same duty on a defendant who did not contribute to the risk
    5
    that the plaintiff would suffer the harm alleged.” (Id. at p. 214.)
    Thus, “As a general rule, one owes no duty to control the conduct
    of another, nor to warn those endangered by such conduct.”
    (Davidson v. City of Westminster (1982) 
    32 Cal.3d 197
    , 203.)
    This general rule would appear to nix plaintiffs’ claims.
    But the “special relationship” doctrine provides an exception. As
    our Supreme Court recently explained, “In a case involving harm
    caused by a third party, a person may have an affirmative duty to
    protect the victim of another’s harm if that person is in what the
    law calls a ‘special relationship’ with either the victim or the
    person who created the harm. [Citations.] [¶] A special
    relationship between the defendant and the victim is one that
    ‘gives the victim a right to expect’ protection from the defendant,
    while a special relationship between the defendant and the
    dangerous third party is one that ‘entails an ability to control [the
    third party’s] conduct.’ [Citation.]” (Brown, supra, 11 Cal.5th at
    pp. 215-216, fn. omitted.)
    Cases have long recognized such a special relationship
    exists between school employees and students. (E.g., Regents of
    University of California v. Superior Court (2018) 
    4 Cal.5th 607
    ,
    613 [“universities have a special relationship with their students
    and a duty to protect them from foreseeable violence during
    curricular activities”]; William S. Hart, 
    supra,
     53 Cal.4th at
    p. 877 [elementary school employees had a “special relationship
    . . . with [the] plaintiff, a student under their supervision, which
    relationship entailed the duty to take reasonable measures to
    protect [the] plaintiff from injuries at the hands of others in the
    school environment”]; M. W. v. Panama Buena Vista Union
    School Dist. (2003) 
    110 Cal.App.4th 508
    , 517 [“A special
    relationship is formed between a school district and its students
    6
    resulting in the imposition of an affirmative duty on the school
    district to take all reasonable steps to protect its students”]
    (M. W.).)
    C.     The Rowland Factors
    When a special relationship exists “giving rise to an
    affirmative duty to protect,” the court must also “consult the
    factors described in Rowland to determine whether relevant
    policy considerations counsel limiting that duty.” (Brown, supra,
    11 Cal.5th at p. 209.) Those factors, which are considered at a
    relatively broad level of factual generality and not by using the
    facts and circumstances of a particular case, are “ ‘the
    foreseeability of harm to the plaintiff, the degree of certainty that
    the plaintiff suffered injury, the closeness of the connection
    between the defendant’s conduct and the injury suffered, the
    moral blame attached to the defendant’s conduct, the policy of
    preventing future harm, the extent of the burden to the
    defendant and consequences to the community of imposing a duty
    to exercise care with resulting liability for breach, and the
    availability, cost, and prevalence of insurance for the risk
    involved.’ ” (Id. at p. 217, quoting Rowland, supra, 69 Cal.2d at
    pp. 112-113.) “When public agencies are involved, additional
    elements include ‘the extent of [the agency’s] powers, the role
    imposed upon it by law and the limitations imposed upon it by
    budget . . . .’ [Citations.]” (Thompson v. County of Alameda
    (1980) 
    27 Cal.3d 741
    , 750.)
    FACTUAL AND PROCEDURAL BACKGROUND
    A.    Factual Background
    Construed in the light most favorable to plaintiffs, the
    evidence shows the following. During the 2014-2015 school year,
    7
    plaintiffs attended Arminta Street Elementary School (Arminta)
    and participated in the LA’s Best after-school program, which
    took place on the Arminta campus. The LA’s Best program ran
    Monday to Friday from approximately 2:30 p.m. to 5:45 p.m.,
    except for Tuesdays, when it began at 1:30 p.m.
    LAUSD hired John Salinas in April 2014 as a substitute
    playground worker for the LA’s Best program. As a substitute,
    Salinas was assigned to a cluster of six schools, including
    Arminta. In December 2014, Salinas was assigned to Arminta as
    a permanent program worker, also known as a program “coach.”
    Emily Vasquez was the site coordinator for the LA’s Best
    program at Arminta from 2013 through 2016. In that role she
    was responsible for supervising the staff, taking care of students
    being released to their parents, sending staff to trainings,
    conducting staff meetings, and performing other administrative
    functions. The coaches at Arminta were Salinas, Desiree Cornell,
    Gabriela Donis, Vanessa Mendez, Jasmine Melara, and Jasmin
    Avelar.
    During 2014-2015, Connie Recart was a traveling
    supervisor for the LA’s Best program responsible for a cluster of
    six campuses including Arminta. Karen Solorzano was a
    traveling program coach for LA’s Best during that time, and she
    was responsible for the Arminta campus. During 2014-2015,
    Rene Ramirez was the principal at Arminta.
    When assigned to the Arminta campus, Salinas oversaw
    about 30 students in a computer lab; plaintiffs were in his class
    at least some days in January 2015. During that month, Salinas
    sexually abused plaintiffs by (1) touching 11-year-old C.J.B.’s
    stomach, back, leg, and part of her buttocks; (2) putting his hand
    on 8-year-old C.B.R.’s hand, leg, back and underneath her
    8
    waistband; and (3) putting his hand on 9-year-old R.D.’s lower
    back and buttocks, poking her breast and genitals, and putting
    his finger inside her pants and underwear.
    In February 2015, R.D. told her father that Salinas
    repeatedly touched her inappropriately. R.D.’s parents informed
    the police, who interviewed other students. Salinas was arrested
    on February 5, 2015. He was criminally prosecuted and
    convicted for his actions.
    B.     Plaintiffs Sue LAUSD
    R.D. sued LAUSD on December 20, 2016. C.B.R. and
    C.J.B. jointly sued LAUSD on July 25, 2018. The two cases were
    consolidated. The operative complaints were C.B.R.’s and
    C.J.B.’s first amended complaint, filed on September 13, 2018,
    and R.D.’s first amended complaint, filed on July 3, 2019.
    In their operative complaints, plaintiffs set forth a single
    negligence cause of action alleging that LAUSD, through
    Vasquez, Recart, and Ramirez, negligently hired, retained and
    supervised Salinas. Plaintiffs alleged, among other things, that
    Ramirez, Recart, and Vasquez “failed to take reasonable steps
    and/or implement reasonable safeguards to avoid” Salinas’s
    abuse, “failed to properly supervise and/or monitor A[rminta] and
    L.A.’s Best program coaches,” allowed Salinas “to operate in
    isolated environments, incapable of monitoring from the outside,
    wherein S[alinas] sexually molested [p]laintiffs,” and failed to
    “have in place a system or procedure to reasonably investigate,
    supervise and monitor coaches and/or teacher’s aides including
    S[alinas], to prevent pre-sexual ‘grooming’ and sexual
    harassment, molestation and abuse of children.” Plaintiffs also
    alleged “that the employees and staff of A[rminta] and LAUSD
    had suspected or had reason to suspect the abuse was occurring
    9
    at the time, and prior to the abuse of [plaintiffs], and failed to
    further investigate into the matter.”
    C.     LAUSD’s Summary Judgment Motion
    LAUSD moved for summary judgment against C.B.R. on
    October 31, 2019, and against R.D. and C.B.J. on February 21,
    2020. LAUSD contended that plaintiffs’ claims for negligent
    supervision, hiring, and retention failed because no evidence
    suggested that any LAUSD administrator or supervisor knew or
    had reason to know of Salinas’s “dangerous propensities.”
    LAUSD argued, “To prove liability [for negligent hiring,
    supervision or retention], the plaintiff is required to demonstrate
    that a supervisory or administrative employee of the school
    district knew or had reason to know of the dangerous
    propensities of the employee who injured the plaintiff and acted
    negligently in hiring, supervising and retaining that employee.”
    In support of its motions, LAUSD proffered evidence regarding
    its employees’ lack of knowledge of Salinas’s dangerous
    propensities. This included evidence regarding his hiring
    (including a background check), other employees’ observations of
    Salinas while at work, evidence that Salinas kept his door
    propped open with a kickstand, testimony that Salinas’s students
    were permitted to and did play outside the classroom, and
    testimony from plaintiffs that they did not tell anyone affiliated
    with LA’s Best about the abuse until R.D. told her father.
    LAUSD also contended that plaintiffs could not sue it for
    common law negligence because a public entity such as LAUSD
    can only be sued if there is a statutory basis for liability, and
    sought summary adjudication on that issue.
    Plaintiffs opposed the summary judgment motions, arguing
    that based on the special relationship between school personnel
    10
    and students, LAUSD supervisory employees had an “expansive”
    duty to take reasonable measures to protect students from sexual
    abuse by staff. According to plaintiffs, this duty arose not just in
    cases where a specific staff member posed a risk of abuse, but
    where the type of harm was generally foreseeable. Thus,
    plaintiffs argued, the LAUSD supervisors could be held liable for
    failing to take reasonable measures that would have precluded
    Salinas from abusing plaintiffs. As to LAUSD’s knowledge of
    Salinas’s propensities, plaintiffs adduced evidence that LA’s Best
    employees were not asked for references before being hired; that
    Salinas was “more interactive” with the girls in his class than
    with the boys, which some coaches thought was “weird”; that
    Salinas kept his classroom door closed and locked; that Salinas
    kept his students inside the classroom instead of letting them
    participate in required outdoor physical activity; and evidence to
    suggest LAUSD personnel avoided taking steps to observe
    Salinas’s classroom and become aware what was going on there.
    D.     The Trial Court Grants Summary Judgment
    The trial court granted summary judgment against C.B.R.
    on January 22, 2020, and against C.J.B. and R.D. on
    September 24, 2020. The court concluded, “To prove liability, the
    plaintiff is required to demonstrate that a supervisory or
    administrative employee of the school district knew or had reason
    to know of the dangerous propensities of the employee who
    injured the plaintiff and acted negligently in hiring, supervising
    and retaining that employee.” The court cited William S. Hart
    for this proposition. The court then found that no evidence
    suggested any supervisor had actual or constructive knowledge
    that Salinas posed a threat to students. As to plaintiffs’
    argument that Salinas’s behavior gave notice that he might be a
    11
    sexual predator, because he isolated his students by keeping the
    classroom door closed and by opting out of outdoor physical
    activity time, and was overly familiar with female students, the
    court found that the evidence was not sufficient for a reasonable
    trier of fact to conclude that LAUSD supervisory employees had
    actual or constructive knowledge of Salinas’s dangerous
    propensities.
    The trial court also concluded that plaintiffs could not
    assert a common law negligence claim against LAUSD because,
    under California law, the liability of public entities “is wholly
    statutory.”
    On September 25 and November 12, 2020, the court
    entered judgments in LAUSD’s favor. Plaintiffs timely appealed.
    DISCUSSION
    A.    Summary Judgment Principles and Standard of
    Review
    “ ‘Because this case comes before us after the trial court
    granted a motion for summary judgment, we take the facts from
    the record that was before the trial court when it ruled on that
    motion. [Citation.] “ ‘We review the trial court’s decision de
    novo, considering all the evidence set forth in the moving and
    opposing papers except that to which objections were made and
    sustained.’ ” [Citation.] We liberally construe the evidence in
    support of the party opposing summary judgment and resolve
    doubts concerning the evidence in favor of that party. [Citation.]’
    [Citation.]” (Lonicki v. Sutter Health Central (2008) 
    43 Cal.4th 201
    , 206.)
    A defendant who moves for summary judgment “bears the
    burden of persuasion that ‘one or more elements of’ the ‘cause of
    action’ in question ‘cannot be established,’ or that ‘there is a
    12
    complete defense’ thereto. [Citation.]” (Aguilar v. Atlantic
    Richfield Co. (2001) 
    25 Cal.4th 826
    , 850; see Code Civ. Proc.,
    § 437c, subds. (o) & (p)(2).) Such a defendant also “bears the
    initial burden of production to make a prima facie showing that
    no triable issue of material fact exists. Once the initial burden of
    production is met, the burden shifts to the [plaintiff] to
    demonstrate the existence of a triable issue of material fact.”
    (Laabs v. City of Victorville (2008) 
    163 Cal.App.4th 1242
    , 1250.)
    A triable issue of material fact exists “ ‘ “if, and only if, the
    evidence would allow a reasonable trier of fact to find the
    underlying fact in favor of the party opposing the motion in
    accordance with the applicable standard of proof.” [Citation.]’
    [Citations.]” (Janney v. CSAA Ins. Exchange (2021) 
    70 Cal.App.5th 374
    , 389-390.)
    B.     The Duty of Care Is Not Limited to Situations Where
    LAUSD Employees Know or Have Reason to Know of
    Specific Danger Posed by the Actual Abuser
    Relying on William S. Hart, the trial court found the duty
    owed by LAUSD’s supervisory employees to protect students from
    negligent or intentional harm caused by a third person arose only
    if those employees knew or had reason to know of Salinas’s
    dangerous propensities. But neither William S. Hart nor any
    other case involving the special relationship between a primary
    or secondary school and its students sets forth such a test.
    Instead, as stated in William S. Hart, as well as cases that
    came before and after it, the special relationship between school
    employees and students imposes on such employees “the duty to
    use reasonable measures to protect students from foreseeable
    injury at the hands of third parties acting negligently or
    intentionally.” (William S. Hart, supra, 53 Cal.4th at p. 870, fn.
    13
    omitted.) Contrary to LAUSD’s argument, “ ‘the issue of
    “foreseeability” does not depend upon the foreseeability of a
    particular third party’s act, but instead focuses on whether the
    allegedly negligent conduct at issue created a foreseeable risk of a
    particular kind of harm.’ [Citation.]” (M. W., 
    supra,
     110
    Cal.App.4th at p. 519, italics omitted.)
    A long, lamentable history shows the reasonable
    foreseeability of sexual abuse by employees of entities that
    provide activities exclusively for children, even where the
    organization has no advance knowledge that the particular
    employee who committed the abuse had a propensity to do so.
    Without cataloging here criminal prosecutions for such abuse,
    numerous civil cases involving the school setting attest to the
    existence of this potential risk. (E.g., William S. Hart, supra, 
    53 Cal.4th 861
    ; Roe v. Hesperia Unified School Dist., 
    supra,
     
    85 Cal.App.5th 13
    ; Doe v. Lawndale Elementary School Dist. (2021)
    
    72 Cal.App.5th 113
    ; M. W., 
    supra,
     
    110 Cal.App.4th 508
    .) As a
    result, the “ ‘special relationship[ ] between children and their
    adult caregivers . . . give[s] rise to a duty to prevent harms
    caused by the intentional or criminal conduct of third parties’ ”
    such as sexual abuse. (Doe v. United States Youth Soccer Assn.,
    Inc. (2017) 
    8 Cal.App.5th 1118
    , 1129 (Youth Soccer).) LAUSD
    and its employees thus had a duty to use reasonable measures to
    protect students from such a foreseeable risk of harm even if they
    did not know or have reason to know of the specific risk posed by
    Salinas. The special relationship at issue here “puts the
    defendant in a unique position to protect the plaintiff from injury.
    The law requires the defendant to use this position accordingly.”
    (Brown, supra, 11 Cal.5th at p. 216.)
    14
    LAUSD appears to posit that William S. Hart defines
    foreseeable risk via the facts described in that case, which
    involved claims that school personnel knew or should have
    known the employee at issue had abused minors in the past and
    had a propensity to commit such abuse. William S. Hart came to
    our Supreme Court after the defendant school district’s demurrer
    was sustained, and thus the issue was whether the plaintiff
    student had stated a viable cause of action. (William S. Hart,
    supra, 53 Cal.4th at p. 865.) The plaintiff alleged a guidance
    counselor had sexually abused him, and asserted that other
    school employees had negligently hired, retained, and supervised
    the guidance counselor. (Id. at pp. 866-867.) The plaintiff
    alleged that these other district employees “ ‘knew or should have
    known and/or were put on notice’ of [the guidance counselor]’s
    past sexual abuse of minors and her ‘propensity and disposition’
    to engage in such abuse; consequently, they ‘knew or should have
    known that [the guidance counselor] would commit wrongful
    sexual acts with minors, including [the p]laintiff.’ ” (Id. at
    p. 866.)
    Because William S. Hart reached the court following
    demurrer, the court assumed the truth of these allegations.
    (William S. Hart, 
    supra,
     53 Cal.4th at p. 866.) The question
    presented in William S. Hart was whether school employees or
    just the school district had a special relationship with students.
    (Id. at p. 865.) The court did not address whether foreseeability
    is limited to situations where an individual’s proclivities are
    known or should be known; it simply recited that knowledge as
    the plaintiff’s theory of the case. At no point did the court
    indicate the legal duty it recognized was limited to situations
    where school supervisors know or have reason to know that a
    15
    specific school employee has a propensity to harm students. “A
    case is not authority for a proposition not considered therein or
    an issue not presented by its own particular facts.” (McConnell v.
    Advantest America, Inc. (2023) 
    92 Cal.App.5th 596
    , 611.)
    We further observe that, in support of its holding, William
    S. Hart cited with approval three earlier cases in which courts
    concluded that school personnel owed a duty to protect students
    from harm by a third party without knowing or having reason to
    know that a particular third-party individual posed a specific risk
    of harm. (J.H. v. Los Angeles Unified School Dist. (2010) 
    183 Cal.App.4th 123
    , 148 [holding staff in charge of an after school
    program could be held liable for failing to prevent a sexual
    assault of the seven-year-old plaintiff by other students in the
    program; “although one might argue that the instant case raises
    the question whether it is foreseeable that first and second grade
    students would sexually assault [the] plaintiff, the question is
    accurately framed as whether it is foreseeable that one child may
    be assaulted by another child during the [after school program] in
    the absence of adequate protective safeguards”]; M. W., 
    supra,
    110 Cal.App.4th at p. 520 [concluding school district could be held
    liable for a sexual assault of a minor student by another student
    in a school bathroom because the type of assault was foreseeable];
    Leger v. Stockton Unified School Dist. (1988) 
    202 Cal.App.3d 1448
    , 1459-1460 [concluding the plaintiff student’s allegations
    that he was attacked by a non-student while in a school bathroom
    stated a viable claim against school employees for failure to
    protect where the employees knew or should have known “that
    attacks were likely to occur there”].) Nothing in William S. Hart
    indicates the high court disagreed with or disapproved of these
    precedents and announced a new, more limited test for
    16
    foreseeability. And cases following William S. Hart have
    continued to hold that “school administrators have a duty to
    protect students from sexual abuse by school employees, even if
    the school does not have actual knowledge of a particular
    employee’s history of committing, or propensity to commit, such
    abuse.” (Doe v. Lawndale Elementary School Dist., 
    supra,
     72
    Cal.App.5th at p. 119.)
    In finding that plaintiffs had to prove either actual or
    constructive knowledge of misconduct, the trial court also cited
    Margaret W. v. Kelley R. (2006) 
    139 Cal.App.4th 141
     and Chaney
    v. Superior Court (1995) 
    39 Cal.App.4th 152
    .3 Both cases
    involved the special relationship between a host parent and
    children invited into the parent’s home, which differs
    meaningfully from the special relationship between a school and
    its students. (See M. W., 
    supra,
     110 Cal.App.4th at p. 524
    [concluding different policy concerns are applicable to the
    responsibilities of school districts towards their students as
    opposed to the responsibilities of adults who invite children into
    their home].) The issue of foreseeable harm also differs between
    these two distinct types of relationships. As the court in Youth
    Soccer, supra, 
    8 Cal.App.5th 1118
     observed, Chaney and
    Margaret W. “involved criminal conduct by family members or
    guests that occurred in homes, and there was no evidence to
    indicate that criminal conduct by these individuals was in any
    way foreseeable.” (Youth Soccer, supra, at p. 1135.) It was
    3 The court additionally cited Juarez v. Boy Scouts of
    America, Inc. (2000) 
    81 Cal.App.4th 377
    , which our high court
    later disapproved in Brown, supra, 11 Cal.5th at page 222,
    footnote 9.
    17
    therefore appropriate in Chaney and Margaret W. to impose an
    actual or constructive knowledge requirement about an
    individual’s criminal propensities when weighing foreseeability.
    Here, in contrast, there can be no serious dispute of the extant
    risk that sexual predators will exploit children in the school
    environment. Thus, “[i]n contrast to Chaney . . . [and] Margaret
    W., . . . [there exists here] a reasonably foreseeable risk of sexual
    abuse to children participating in defendant[’s] programs” (Youth
    Soccer, supra, at p. 1135), regardless of any knowledge regarding
    Salinas individually.
    We accordingly reject the argument that the duty of a
    public school’s supervisory and administrative employees to
    protect students from sexual abuse is limited to situations where
    those employees have reason to suspect that a specific individual
    has a propensity to commit such abuse. Instead, school
    administrative and supervisory employees have a “duty to use
    reasonable measures to protect students from foreseeable injury,”
    which includes the potential for sexual abuse by school staff.
    (William S. Hart, supra, 53 Cal.4th at p. 870.)
    Our dissenting colleague appears to agree with our
    definition of LAUSD’s legal duty, but then cites William S. Hart
    and other distinguishable cases discussed above to argue we
    should nevertheless apply the narrower test advocated by
    LAUSD: that plaintiffs had to show LAUSD knew or should have
    known that Salinas was prone to sexually abuse students. The
    dissent reads LAUSD’s summary judgment papers as
    (1) agreeing it had a duty to use reasonable measures to protect
    plaintiffs, (2) claiming LAUSD fulfilled that duty because it took
    reasonable measures given that it had no actual or constructive
    knowledge that Salinas was prone to abuse, and (3) thus
    18
    concluding LAUSD could be liable only if it knew or should have
    known Salinas posed an increased risk. In the dissent’s view,
    LAUSD’s summary judgment motions “contested the extent of its
    actual or imputed knowledge not as an issue of duty but of
    breach, arguing its conduct was reasonable because it had no
    actual or constructive knowledge that Salinas was dangerous.”
    (Dis. opn. post, at p. 17.)
    We are concerned that the dissent has not given full
    measure to the actual contents of LAUSD’s motion papers or to
    the case law we have analyzed above. First, for the reasons
    explained above, we believe the dissent misreads William S. Hart
    and relies on inapposite cases such as Margaret W. v. Kelley R.,
    supra, 
    139 Cal.App.4th 141
     and Chaney v. Superior Court, 
    supra,
    39 Cal.App.4th 152
     with regard to the scope of LAUSD’s duty of
    care. For example, the dissent quotes a passage in William S.
    Hart stating that school supervisory employees must guard
    pupils against abuse from “foreseeable sources, including any
    teachers or counselors they know or have reason to know are
    prone to such abuse.” (William S. Hart, supra, 53 Cal.4th at
    p. 871.) As explained above, the court’s holding was not so
    limited, and the court’s use of the word “including” makes clear
    that its definition of duty was not restricted to the alleged facts in
    that case.
    Second, in our view, the dissent does not accurately
    describe what LAUSD and the plaintiffs argued to the trial court.
    LAUSD did not admit that it had a duty to take reasonable
    measures to protect plaintiffs absent knowledge of Salinas’s
    proclivities. Instead, to quote its summary judgment motion
    against C.B.R. and C.J.B., LAUSD argued it could be liable only
    where “a supervisory or administrative employee of the school
    19
    district knew or had reason to know of the dangerous
    propensities of the employee who injured the plaintiff and acted
    negligently in hiring, supervising and retaining that employee.”4
    In other words, LAUSD argued that if its administrators and
    supervisors had no actual or constructive knowledge of Salinas’s
    propensities, they had no duty to do anything.
    Contrary to the dissent’s description of the plaintiffs’
    allegations, plaintiffs’ claims were not limited to what LAUSD
    knew or should have known about Salinas; as described above,
    the allegations of plaintiffs’ complaints were broader than that.
    Nor was plaintiffs’ opposition to summary judgment based solely
    on what LAUSD knew or should have known about Salinas. To
    quote its opposition, plaintiffs argued (in accord with the case law
    cited above) that the court’s task was “ ‘ “not to decide whether a
    particular plaintiff’s injury was reasonably foreseeable in light of
    a particular defendant’s conduct but rather to evaluate more
    generally whether the category of negligent conduct at issue is
    sufficiently likely to result in the kind of harm experienced that
    liability may appropriately be imposed on the negligent party.” ’ ”
    Finally, we respectfully disagree with our dissenting
    colleague that LAUSD’s summary judgment motions contested
    the issue of breach and/or causation such that we can reach those
    issues now. LAUSD’s summary judgment motions were premised
    on a narrow issue of duty, specifically that LAUSD’s supervisory
    4 LAUSD’s motion for summary judgment against R.D.
    argued the same thing slightly differently: that LAUSD could
    only be liable if its “administrative and supervisory employees
    knew or had reason to know that a particular employee posed a
    risk of abuse to a particular minor, but nonetheless negligently
    hired, supervised, or retained that employee.”
    20
    employees only owed a duty to protect plaintiffs from sexual
    abuse by a third party if those supervisory employees knew or
    had reason to know that the third party had a propensity to
    abuse. Its motions were not premised on plaintiffs’ inability to
    show breach or causation. LAUSD’s separate statements focused
    on what LAUSD knew or should have known about Salinas; they
    did not address what LAUSD does more generally in hiring,
    retaining, and supervising employees such as Salinas to guard
    against the potential for sexual abuse, which allegations were
    part of plaintiffs’ negligence claim. Although we may affirm a
    grant of summary judgment on any ground supported by the
    record (Jimenez v. County of Los Angeles (2005) 
    130 Cal.App.4th 133
    , 140), it still must be a “ ‘ground that the parties had an
    adequate opportunity to address in the trial court.’ ” (Thurston v.
    Midvale Corp. (2019) 
    39 Cal.App.5th 634
    , 639.) Plaintiffs had no
    such opportunity here with regard to breach and causation given
    how LAUSD framed the issue below.
    LAUSD therefore failed to carry its initial burden in
    moving for summary judgment to show that an element of
    plaintiffs’ cause of action (in this case, duty) could not be
    established. (Code Civ. Proc., § 437c, subd. (p)(2); Aguilar v.
    Atlantic Richfield Co., supra, 25 Cal.4th at p. 850.) Thus, the
    burden never shifted to plaintiffs to demonstrate the existence of
    a triable issue of material fact, and the trial court erred in
    granting summary judgment to LAUSD. (Aguilar, at p. 850.)
    Although we reject LAUSD’s framing of the applicable duty
    of care, we also reject plaintiffs’ description of the duty as
    “expansive.” Paraphrasing our Supreme Court, “[w]e emphasize
    that a duty of care is not the equivalent of liability,” that our
    holding should not “be read to create an impossible requirement”
    21
    that LAUSD prevent all foreseeable harm, and that LAUSD is
    “not the ultimate insurer[ ] of all student safety.” (Regents of
    University of California v. Superior Court, 
    supra,
     4 Cal.5th at
    p. 634.) Further, the duty of care does not require “expansive”
    measures; it requires reasonable measures. (See William S.
    Hart, 
    supra,
     53 Cal.4th at p. 871.)
    C.     The Rowland Factors
    As set forth in our opening summary of the legal principles
    applicable to this matter, the Rowland factors may support
    further limiting LAUSD’s duty of care. Although both the
    plaintiffs and LAUSD discuss Rowland in their appellate
    briefing, neither presented arguments or evidence on that
    question to the trial court. We accordingly decline to undertake a
    Rowland analysis in the first instance, as the record does not
    include the evidence necessary to conduct a proper Rowland
    analysis. Aspects of that analysis such as the potential burden
    on LAUSD and the consequences to the community of imposing a
    duty, and the availability, cost, and prevalence of insurance for
    the negligence claims involved, are fact intensive and we do not
    agree with cases such as Doe v. Lawndale Elementary School
    Dist., 
    supra,
     72 Cal.App.5th at pages 128-137 that undertake
    that analysis in the absence of what we believe are necessary
    facts.
    We further note that on remand LAUSD and/or plaintiffs
    can, if they believe the evidence and law support it, bring a
    further summary judgment or adjudication motion regarding the
    Rowland factors, as well as other issues such as breach and
    causation not previously addressed. (See Nieto v. Blue Shield of
    California Life & Health Ins. Co. (2010) 
    181 Cal.App.4th 60
    , 73
    [Code Civ. Proc. § 437c, subd. (f)(2) did not prohibit a subsequent
    22
    summary judgment motion which “targeted an issue . . . not
    previously asserted”]; Patterson v. Sacramento City Unified
    School Dist. (2007) 
    155 Cal.App.4th 821
    , 827 [Code Civ. Proc.
    § 437c, subd. (f)(2) did not prohibit a second motion for summary
    judgment where “[the] two motions were not identical and
    involved different legal theories” on duty].) This is particularly
    true here given that the Supreme Court’s clarification of the
    applicable law in Brown did not occur until after the summary
    judgment proceedings below, such that neither the parties nor
    the trial court had the benefit of its reasoning. We express no
    opinion on the outcome of any Rowland analysis or motion
    related to breach or causation.
    D.     LAUSD Is Entitled to Summary Adjudication on the
    Issue that Its Liability Must Be Based on a Statute
    In its motions, LAUSD sought summary adjudication on
    the issue that it “cannot be liable for a common law cause of
    action for [n]egligence because that cause of action is not
    authorized by statute.” The trial court ruled in favor of LAUSD
    on this issue, although it did not specifically grant summary
    adjudication because it granted summary judgment.
    As the trial court noted, it is unclear from plaintiffs’
    complaints whether their negligence cause of action is based
    solely on the applicable Government Claims Act provisions or
    also includes a free-standing common law negligence claim. This
    lack of clarity is presumably why LAUSD moved for summary
    adjudication to confirm that any negligence liability it might have
    was only pursuant to the Government Code. On appeal,
    plaintiffs make no argument they can recover from LAUSD under
    a theory that LAUSD itself was negligent; they instead
    acknowledge that the applicable theory under which LAUSD can
    23
    be held liable is vicarious liability pursuant to section 815.2,
    subdivision (a).
    Because LAUSD can only be held liable if there is a
    statutory basis for liability, LAUSD cannot be sued for common
    law negligence independent of the Government Claims Act.
    (Guzman v. County of Monterey, 
    supra,
     46 Cal.4th at p. 897; see
    Eastburn v. Regional Fire Protection Authority, 
    supra,
     31 Cal.4th
    at p. 1183 [Civ. Code, § 1714 does not provide a statutory basis
    for holding a public entity liable].) LAUSD was thus entitled to
    summary adjudication on the “issue of duty” that it cannot be
    liable for a common law negligence cause of action not authorized
    by statute. (Code Civ. Proc., § 437c, subd. (f)(1).)
    DISPOSITION
    The judgments are reversed, the trial court is directed to
    enter summary adjudication in favor of LAUSD on the issue that
    LAUSD cannot be liable for a common law negligence cause of
    action not authorized by statute, and the case is remanded for
    further proceedings. Plaintiffs are awarded their costs on appeal.
    NOT TO BE PUBLISHED
    WEINGART, J.
    I concur:
    BENDIX, Acting P. J.
    24
    CHANEY, J., Dissenting
    A.     Introduction
    I agree with the majority’s holding that a school district has
    an affirmative duty to use reasonable measures to protect its
    students from foreseeable harm at the hands of others. I depart
    from the majority, however, in their holding that the Los Angeles
    Unified School District (LAUSD or the district) failed to establish
    that no material triable issue exists as to whether it took
    reasonable steps to protect its students in this case.
    B.     Background
    For the most part, I accept the majority’s recitation of the
    legal, factual, and procedural background.
    1.     Complaints
    In their operative complaints, plaintiffs alleged in a single
    negligence cause of action that through the actions of Rene
    Ramirez (Principal at Arminta Street Elementary School), Emily
    Vasquez (site coordinator for LA’s Best, an on-site after-school
    program), and Connie Recart (LA’s Best’s traveling supervisor),
    LAUSD negligently hired, supervised, and retained John Salinas,
    a “coach” for the LA’s Best program who oversaw students in a
    computer lab.
    a.    Negligent Hiring/Retention
    Sprinkled throughout each complaint, plaintiffs alleged
    Vasquez, Ramirez, and Recart were “put on notice” and “knew or
    should have known” about Salinas’s harmful propensities and
    activities before and during his employment.
    In support of their claims for negligent hiring and
    retention, for example, plaintiffs alleged that “[p]rior to and after
    the first incident of sexual molestation and abuse of
    [themselves], . . . LAUSD . . . knew or should [sic: would] have
    known that SALINAS was sexually, physically, and mentally
    abusing students, . . . if the LAUSD had conducted a reasonable
    investigation into SALINAS’s background prior to hiring . . .
    him.”
    Plaintiffs alleged that “LAUSD owed Plaintiff a duty to not
    hire and retain SALINAS, given his dangerous and exploitive
    propensities, which Defendant LAUSD knew or should have
    known had the LAUSD engaged in a meaningful and adequate
    investigation of his background prior to his employment.”
    Plaintiffs alleged that “LAUSD and its employees . . . were
    put on notice, and had reason to know that SALINAS had
    previously engaged in abusive and inappropriate conduct, and
    that it was foreseeable that SALINAS was engaging, or would
    engage in illicit sexual activities with [plaintiffs] under the cloak
    of his authority, confidence, and trust, bestowed upon him by
    [LAUSD].”
    Plaintiffs alleged that “LAUSD and its employees . . . were
    placed on notice that SALINAS had engaged in dangerous and
    inappropriate conduct, both before his employment within
    Defendants, and during that employment. . . . [O]ther third
    parties, minors, students, law enforcement officials and parents
    informed Defendant LAUSD of inappropriate conduct committed
    by SALINAS . . . [and] other LAUSD staff knew about SALINAS’
    inappropriate conduct with minor students but did nothing to
    stop it. [¶] Even though Defendant LAUSD knew or should have
    known of these activities by SALINAS, . . . its employees . . .
    failed to use reasonable care in investigating SALINAS . . . .”
    b.    Negligent Supervision
    In support of their claim for negligent supervision,
    plaintiffs alleged that “employees and staff of L.A.’s Best . . . and
    2
    LAUSD had suspected or should have suspected the abuse was
    occurring at the time, and failed to investigate into the matter
    further” or “provide reasonable supervision.”
    2.     Summary Judgment
    a.    Motion
    LAUSD moved for summary judgment on the grounds that
    (1) it was not liable for negligent supervision, hiring, or retention
    because no evidence suggested it had actual or constructive
    knowledge of Salinas’s dangerous propensities, and (2) the
    Government Claims Act did not authorize a cause of action
    against a public entity for direct negligence.
    As the majority notes, the district argued, “To prove
    liability [for negligent hiring, supervision or retention], the
    plaintiff is required to demonstrate that a supervisory or
    administrative employee of the school district knew or had reason
    to know of the dangerous propensities of the employee who
    injured the plaintiff and acted negligently in hiring, supervising
    and retaining that employee.” (Maj. opn. ante, at p. 10.)
    i.     Negligent Hiring
    In its separate statement of undisputed material facts, the
    district adduced plaintiffs’ discovery responses, in which
    plaintiffs cited as facts supporting their negligent hiring claim
    that the district “knew or should have known that Salinas
    possessed [dangerous and exploitive] tendencies had they
    properly and adequately investigated into Salinas’s background
    prior to [hiring him].”
    To counter the facts plaintiffs asserted as supporting their
    claims, the district offered evidence that preemployment
    background checks on Salinas performed by the California
    Department of Justice and the Federal Bureau of Investigation
    3
    came back clear, the Los Angeles Police Department (LAPD)
    reported that Salinas had no convictions or pending criminal
    matters, and as part of the application process Salinas swore
    under penalty of perjury that he had never been accused of or
    investigated for misconduct involving a minor.
    ii.    Negligent Retention
    With respect to plaintiffs’ negligent retention claim, the
    district adduced evidence that immediately upon learning that
    R.D. alleged inappropriate conduct by Salinas, Vasquez notified
    the Department of Children and Family Services (DCFS) and the
    LAPD and suspended Salinas.
    iii. Negligent Supervision
    With respect to plaintiffs’ negligent supervision claim the
    district adduced discovery responses in which plaintiffs cited as
    facts supporting their claim that the district “placed Salinas’
    classroom in a secluded area of campus, so that his classroom
    was not readily visible to staff. Moreover, Salinas was allowed to
    keep his classroom door closed . . . .”
    To counter the facts that plaintiffs asserted as supporting
    their claims, the district adduced evidence that Salinas’s
    classroom was not secluded, his door was not always closed, and
    several supervisors and coworkers visited the classroom several
    times.
    As to whether Salinas’s classroom was secluded, several
    witnesses testified that the classroom, which was next door to the
    library, was visible from the LA’s Best office’s windows,
    Vasquez’s office, the play yard, and the school’s main office.
    As to whether the classroom door was always closed, the
    district offered plaintiff C.B.R.’s deposition testimony, in which
    she stated Salinas “always” kept his door propped open with a
    4
    kickstand far enough to allow entry without moving the door,
    Vasquez would look in on the room about once a week “to make
    sure everything was okay,” and LA’s Best coaches would
    occasionally come into the room. The district also offered the
    testimony of C.J.B., who stated that Salinas’s door would be
    propped open at the beginning of class, but she did not remember
    if it was kept open at other times. She testified that Salinas
    generally kept the door closed as a policy, but her desk faced
    away from it, and she would not watch it.
    As to supervision, the district offered evidence that
    Salinas’s classroom was supervised by three individuals:
    Arminta’s principal, a site coordinator, and an LA’s Best program
    coach, and was visited by several coworkers.
    School principal Rene Ramirez testified that “he would
    walk around when the kids were outside,” and visited Salinas’s
    classroom two or three times a week, observing Salinas with his
    students, and did not recall the door ever being closed.
    Site coordinator Vasquez testified she would walk the
    hallways and look into the classroom about once a week
    randomly and “surprisingly” to make sure everything was okay
    and the students were behaving.
    Karen Solorzano, an LA’s Best program coach, testified she
    met with Salinas twice, including observing and evaluating his
    classroom in January 2015 for an hour, and discussed her
    evaluation with Vasquez.
    A variety of coworkers also came into the classroom during
    the day. C.J.B. testified that Vasquez could see the classroom
    from the hallway outside her office, and occasionally visited, as
    did other LA’s Best coaches.
    5
    The district also offered evidence that before and during
    Salinas’s employment it provided him with written district
    policies regarding child abuse reporting, sexual harassment, and
    codes of conduct and ethics.
    b.    Oppositions
    In opposition to the motions, plaintiffs argued that
    Salinas’s teaching style was ominous from the beginning, putting
    the district on notice that he might be a sexual predator. He
    isolated his students by keeping the classroom door closed and
    opting out of recess, and was overly familiar with female
    students, in particular by treating R.D. as his “teacher’s pet.”
    Plaintiffs presented evidence that LAUSD (1) permitted
    Salinas to violate an LA’s Best open-door policy by keeping his
    classroom door closed; (2) permitted Salinas to keep his students
    inside the classroom in violation of state regulations that they be
    given 30 minutes of outside time; (3) failed to investigate when it
    discovered Salinas was overly attentive to female students; and
    (4) failed to supervise or train him.
    i.    Open-Door Policy
    In support of plaintiffs’ argument that Salinas isolated
    students by keeping the classroom door closed, several program
    coaches, including Jasmine Melara, testified that LA’s Best
    coaches were not allowed to leave classroom doors closed while
    class was in session. (Melara testified the policy was in writing,
    but no written LA’s Best policy exists in the record, and there
    was no evidence that LAUSD had any kind of policy about
    keeping doors open.)
    Coach Jasmin Avelar testified she did not personally
    observe Salinas’s door being always kept closed but would see it
    closed when she was with her class on the playground. However,
    6
    no evidence established what time of day this was, or whether
    Salinas’s class was in session at that time. (Other testimony
    suggested that all LA’s Best students took recess at the same
    time.) Program coach Desiree Cornell testified that she
    remembered seeing Salinas’s door being closed but did not know
    if he was in the classroom at the time. Avelar, Cornell, and
    Melara testified they were aware that Salinas’s door was often
    closed, but none testified as to how often the door was personally
    observed to be closed, when or for how long, or for what purpose,
    or whether the closures were at a time when Salinas and his
    students were in class. Melara testified that Salinas would close
    his classroom door because the nearby playground was too loud.
    However, she also admitted that her classroom was not near
    Salinas’s, and she never had occasion to walk by. She was told by
    two other coaches that Salinas kept his door closed.
    ii.    Outdoor Activity
    In support of plaintiffs’ argument that Salinas isolated
    students by keeping them indoors, several coaches testified that
    LA’s Best policy afforded students at least 30 minutes of outdoor
    physical activity time. C.B.R. and C.J.B. testified that after the
    school bell rang, students would go to the playground, where LA’s
    Best coaches waited. After signing in, the students would play
    for about an hour, unless it was raining. They would then go to
    the cafeteria for supper for about 45 minutes, after which Salinas
    would take them to the computer lab to start homework. After
    their homework was done, they could play on the computers until
    pick-up.
    Melara testified that Vasquez knew Salinas often violated
    the outside playtime policy. C.J.B. testified that Salinas
    routinely violated the recess policy by keeping his students in the
    7
    computer lab almost the whole day. But Recart, LA’s Best
    traveling supervisor, was never notified that Salinas failed to
    take his class outside, and Salinas was never reprimanded.
    iii. Overattentiveness to Female
    Students
    In support of plaintiffs’ argument that Salinas was overly
    attentive to female students, Melara testified that R.D. was
    “going to” Salinas’s class “on a regular basis, and Vasquez
    thought it was “weird” that Salinas interacted more with female
    students than with male students. Another coworker testified
    that R.D. was a “teacher’s pet.”
    iv.   Supervision
    In support of plaintiffs’ argument that the district failed to
    supervise Salinas, several witnesses testified that Salinas’s
    classroom was in a far corner of the Arminta campus,
    unobservable from other classrooms or the LA’s Best office
    doorway.
    LA’s Best coaches Jasmine Avelar, Vanessa Mendez,
    Jasmine Saggeth Melara, and Gabriella Donis each testified that
    in 2015, one or another of the school site supervisory personnel—
    Ramirez, Recart and Vasquez—failed to visit or observe their
    classrooms, and no one recalled seeing anyone visit Salinas’s
    classroom.
    Connie Recart, LA’s Best traveling supervisor, testified she
    could not recall ever observing Salinas’s classroom or asking
    anyone else to observe it, and did not know if anyone conducted
    an employee evaluation of Salinas.
    Vasquez, the site coordinator at Arminta and Salinas’s
    direct supervisor during the 2014/2015 school year, testified she
    could not remember meeting with Salinas to review his activity
    8
    planning sheets, complete a QPAT for his classroom, or meet with
    him to discuss his performance as a program coach.
    c.    Ruling
    As the majority notes, the trial court, relying on C.A. v.
    William S. Hart Union High School Dist. (2012) 
    53 Cal.4th 861
    ,
    869 (William S. Hart), concluded that “[t]o prove liability, the
    plaintiff is required to demonstrate that a supervisory or
    administrative employee of the school district knew or had reason
    to know of the dangerous propensities of the employee who
    injured the plaintiff and acted negligently in hiring, supervising
    and retaining that employee.” (Maj. opn. ante, at p. 11.)
    As to the district’s vicarious liability under Government
    Code section 815.2 for the negligence of administrators and
    supervisors in hiring, retaining, and supervising a school
    employee, the court found that no evidence suggested any
    supervisor had actual or constructive knowledge that Salinas
    posed a threat to students.
    The court found that plaintiffs’ arguments about whether
    Arminta administrators visited Salinas’s classroom with
    sufficient frequency or provided sufficient monitoring, training,
    and supervision were irrelevant to the only issue raised by the
    district’s motion: that it had no warning that Salinas posed a
    threat to students.
    As to plaintiffs’ argument that Salinas’s teaching style was
    ominous from the beginning, giving clear warning that he might
    be a sexual predator because he isolated his students by keeping
    the classroom door closed and opting out of recess, and was overly
    familiar with female students, in particular making R.D. his
    “teacher’s pet,” the court found that no evidence suggested
    supervisory employees had actual or constructive knowledge of
    9
    Salinas’s dangerous propensities sufficient to satisfy a “knew or
    should have known” requirement.
    The court found that plaintiffs’ complaints and oppositions
    to summary judgment left it ambiguous whether they intended to
    assert a theory of common law negligence against the district, but
    in any event no such theory was cognizable. (Hoff v. Vacaville
    Unified School District (1998) 
    19 Cal.4th 925
    , 932.)
    C.     Discussion
    The district moved for summary judgement on the ground
    that the actions had no merit, arguing no triable issue existed as
    to whether it may be held vicariously liable for the conduct of its
    administrative and supervisory personnel in negligently hiring,
    retaining or supervising Salinas because it had no actual or
    constructive knowledge of his abusive propensities or conduct.
    The issue on appeal is whether any triable issue exists as to
    such knowledge.
    1.     Legal Principles
    I agree with the majority’s discussion setting forth
    summary judgment principles, the standard of review, and the
    scope of a public school’s duty to take reasonable steps to protect
    its students against foreseeable harm at the hands of its
    employees. I also agree that summary adjudication should be
    granted to the extent that plaintiffs allege common law
    negligence.
    “[A] school district and its employees have a special
    relationship with the district’s pupils, a relationship arising from
    the mandatory character of school attendance and the
    comprehensive control over students exercised by school
    personnel, ‘analogous in many ways to the relationship between
    parents and their children.’ ” (William S. Hart, 
    supra,
     
    53 Cal.4th 10
    at p. 869.) Because of this special relationship, “a public school
    district may be vicariously liable under section 815.2 for the
    negligence of administrators or supervisors in hiring, supervising
    and retaining a school employee who sexually harasses and
    abuses a student.” (Id. at p. 879.)
    School supervisors must guard pupils against abuse from
    “foreseeable sources, including any teachers or counselors they
    know or have reason to know are prone to such abuse.” (William
    S. Hart, supra, 53 Cal.4th at p. 871.) “[I]f individual District
    employees responsible for hiring and/or supervising teachers
    knew or should have known of [a teacher’s] prior sexual
    misconduct toward students, and thus, that he posed a
    reasonably foreseeable risk of harm to students under his
    supervision, . . . the employees owed a duty to protect the
    students from such harm.” (Virginia G. v. ABC Unified School
    Dist. (1993) 
    15 Cal.App.4th 1848
    , 1855.)
    To show a district supervisor “knew or had reason to know”
    that a teacher is prone to sexually abuse a student, a plaintiff
    must prove either that the supervisor actually knew about the
    teacher’s deviant propensities (see Chaney v. Superior Court
    (1995) 
    39 Cal.App.4th 152
    , 157 [no duty to prevent an assault
    absent “actual knowledge” of the perpetrator’s deviant sexual
    inclinations]) or that circumstances put the supervisor on notice
    about them (see Margaret W. v. Kelly R. (2006) 
    139 Cal.App.4th 141
    , 155 [sexual assault must be foreseeable, not just
    conceivable]). For example, a supervisor is put on notice of a
    teacher’s deviant propensities if something in a teacher’s
    background may reasonably be deemed to be a specific warning
    about them. (Cf. Juarez v. Boy Scouts of America, Inc. (2000) 81
    
    11 Cal.App.4th 377
    , 386, 397, 403 [nothing in the molester’s
    background was deemed to be a “specific warning”].)
    2.    Summary Judgment Was Proper
    Here, LAUSD argued no triable issue existed as to whether
    it took reasonable steps to protect its students, because no triable
    issue existed as to whether it had notice about the danger Salinas
    posed.
    a.     Negligent Hiring
    For their negligent hiring claim, plaintiffs alleged that if
    LAUSD had performed an adequate background check it would
    have discovered that Salinas had molested students before.
    To counter the claim, the district presented evidence that it
    fingerprinted Salinas, commissioned background checks that
    came back clear, and required that Salinas swear under penalty
    of perjury that he was involved in no past or pending criminal
    matters.
    Plaintiffs admitted these facts, and offered no rebutting
    evidence on this issue other than the testimony of some workers
    that they had not been subjected to background checks or
    required to provide references. Given plaintiffs’ admission that
    Salinas himself was subjected to background checks, plaintiffs’
    evidence about the district’s procedures in hiring other employees
    failed to establish a triable issue as to whether adequate
    background checks would have revealed that Salinas had
    molested students before.
    b.     Negligent Retention
    For their negligent retention claim, plaintiffs alleged that
    LAUSD knew or should have known that Salinas was abusing
    students but did nothing about it.
    12
    To counter the claim, LAUSD offered evidence that no one
    ever lodged a complaint about Salinas, and the first time LAUSD
    staff became aware of the abuse was when R.D.’s parents
    reported it, upon which LAUSD immediately removed Salinas
    from employment. This evidence shifted the burden to plaintiffs
    to establish a triable issue as to negligent retention. They failed
    to do so.
    Plaintiffs admitted that the day Vasquez heard about
    Salinas abusing R.D., she notified DCFS and the LAPD, and
    Salinas never worked for LA’s Best again.
    Plaintiffs disputed LAUSD’s knowledge of the abuse with
    three facts: Melara thought R.D. “was going to Salinas’s class on
    a regular basis”; Melara testified that Vasquez found it “weird”
    that Salinas interacted more with female students than male
    students; and another coworker thought R.D. was Salinas’s
    “teacher’s pet.”
    The trial court properly found that these facts failed to
    raise a triable issue as to the actual or constructive knowledge of
    any LAUSD administrator or supervisor. No evidence indicated
    that the coworkers’ opinions that R.D. was “going to” Salinas’s
    classroom and was his “teacher’s pet” were ever communicated to
    any supervisor. And no evidence indicated that Vasquez’s
    hearsay impression that Salinas acted “weirdly” rose to a
    reasonable inference that he was abusing students.
    c.     Negligent Supervision
    For their negligent supervision claim, plaintiffs alleged
    that LAUSD knew or should have known that Salinas was
    abusing students but failed to investigate or provide reasonable
    supervision. When asked in interrogatories for the factual basis
    of this claim, plaintiffs asserted that Salinas’s class was in a
    13
    secluded part of the campus, and he kept his classroom door
    closed.
    In seeking summary disposal of the claim, LAUSD argued
    no evidence existed that the district negligently supervised
    Salinas or had reason to know he posed a risk to students. This
    is so, the district argued, because several witnesses testified that
    his classroom was not isolated, he kept the classroom door
    cracked open, and supervisors frequently visited. This evidence
    shifted the burden to plaintiffs to establish a triable issue.
    They failed to do so.
    No evidence suggested that Salinas’s classroom was so
    isolated as to prevent oversight or put supervisors on notice that
    abuse was occurring within. The consensus was that the
    classroom could be seen from several locations, including
    Vasquez’s office.
    No evidence indicated that Salinas kept his classroom door
    closed while class was in session, much less that he did so to such
    an extent as to prevent oversight or put supervisors on notice
    that abuse was occurring within. In any event, a closed
    classroom door is a ubiquitous and often necessary phenomenon,
    suggesting only that teaching is occurring within, not abuse.
    No evidence suggested that Salinas isolated students by
    sequestering them. C.J.B. testified that students would check in
    after school, stay in the play yard for an hour, have supper, and
    then go into the classrooms. That Salinas thereafter prohibited
    students from leaving the classroom suggested only that he was
    supervising them, not that he was abusing them.
    Even if Salinas interacted more with female than male
    students, kept his classroom door closed, opted out of outdoor
    playtime, and prevented students from leaving the room, these
    14
    are matters of pedagogical discretion, and conveyed no specific
    warning about Salinas’s deviant propensities. Absent hindsight,
    a teacher’s solicitude to female students does not by itself suggest
    abuse is occurring.
    Although plaintiffs adduced evidence that one or another of
    the school site supervisory personnel—Ramirez, Recart and
    Vasquez—failed to visit or observe coworker classrooms, and no
    one recalled seeing anyone visit Salinas’s classroom, these
    scattershot omissions raised no triable issue even as to lack of
    supervision, much less as to constructive knowledge that Salinas
    was a sexual predator. That coworkers did not recall seeing
    supervisors visit Salinas’s classroom did not establish that no
    visits occurred. Plaintiffs themselves testified that Vasquez
    visited their classroom.
    Plaintiffs adduced evidence that Salinas was not given an
    employee evaluation but failed to explain why an evaluation
    would have been relevant. They adduced evidence that Vasquez
    did not meet with Salinas to review his activity planning sheets
    or discuss his performance as a program coach, but failed to
    explain how these measures would have alerted her that Salinas
    was a sexual predator.
    In short, no evidence suggested that the district either
    ignored or set itself up to miss suspicious behavior or potential
    signs of abuse, and nothing the district observed or reasonably
    failed to observe gave it constructive knowledge that Salinas was
    a predator. Therefore, no triable issue exists as to whether the
    district failed to reasonably supervise Salinas.
    15
    3.     LAUSD Thus Demonstrated the Actions Have
    No Merit
    The district’s burden on summary judgment was to
    establish that the actions have no merit. As I argue above, it did
    so by demonstrating no triable issue exists as to whether LAUSD
    took reasonable measures in hiring, supervising, and retaining
    Salinas.
    The majority concludes that LAUSD failed even to raise the
    issue of whether it took reasonable measures in hiring,
    supervising, and retaining Salinas. (Maj. opn. ante, at p. 22 [“the
    duty of care . . . requires reasonable measures”].)
    On the contrary, the district’s entire motion was predicated
    on the measures it took. LAUSD used a screening application
    and conducted background checks before hiring Salinas,
    supervised him and disseminated policy materials while he
    worked for the district, and immediately and permanently
    suspended him and notified authorities when it discovered he
    was alleged to have molested R.D.
    The district argued these measures were reasonable
    because it had no reason to suspect Salinas posed any more of a
    risk that is addressed by normal school policies regarding student
    safety.
    The majority observes that LAUSD’s separate statement
    focused on what the district knew or should have known only
    about Salinas, and did not address what LAUSD does more
    generally in hiring, retaining, and supervising employees such as
    Salinas. (Maj. opn. ante, at p. 21.) But the district was correct to
    focus its motion on the actions it took specifically with respect to
    Salinas because plaintiffs’ theory of liability was based on those
    actions, not the district’s practices more generally.
    16
    The majority holds that school district supervisors and
    administrators have a duty of care to use reasonable measures to
    protect students from foreseeable injury at the hands of others,
    and whether injury is foreseeable does not require actual or
    imputed knowledge about the specific employee, only about the
    potential for sexual abuse by school staff in general.
    None of this is disputed here. LAUSD did not argue it
    owed no duty to use reasonable measures to protect plaintiffs
    until given specific reason to suspect Salinas, it argued it fulfilled
    its duty because the measures it took (even though it had no
    reason to suspect him) were reasonable considering what it knew
    at the time.
    In other words, the district contested the extent of its
    actual or imputed knowledge not as an issue of duty but of
    breach, arguing its conduct was reasonable because it had no
    actual or constructive knowledge that Salinas was dangerous.
    Therefore, the majority’s holding that LAUSD owed
    plaintiffs a duty does not answer the issue on appeal: Whether a
    triable issue exists as to the reasonableness of the district’s
    conduct in light of what it knew or should have known about
    Salinas.
    LAUSD presented this issue and answered it, and
    summary judgment was properly granted. Therefore, I
    respectfully dissent.
    CHANEY, J.
    17
    

Document Info

Docket Number: B308957

Filed Date: 12/4/2023

Precedential Status: Non-Precedential

Modified Date: 12/4/2023