DocketNumber: A13A2223
Citation Numbers: 326 Ga. App. 681, 757 S.E.2d 280
Judges: Andrews, Dillard
Filed Date: 3/28/2014
Status: Precedential
Modified Date: 9/8/2022
In this civil tort action, Colby Hines sued his employer, Railserve, Inc., alleging that the company is liable for the serious brain injury he suffered when a potato cannon, constructedby several of his co-workers on company premises, exploded during an attempt to fire it. Following discovery, Railserve moved for summary judgment, which the trial court granted. On appeal, Hines argues that the trial court erred in granting summary judgment because genuine issues of fact remain as to whether Railserve is liable under the theories of respondeat superior,
Viewed in the light most favorable to the nonmovant,
At around 6:15 p.m., Jeff Heisen, the branch manager of the facility, stopped by the shop on his way out and spoke with the group gathered there. And although Heisen noticed that some of the
Then, sometime around 7:00 p.m., a few of the shop mechanics and maintenance crew retrieved a potato cannon that they had built a few days earlier using Railserve materials (and which had been stored in the shop). After placing the cannon on top of a trailer just outside of the shop, everyone in the group—including Hines—began looking for materials to fire, and the cannon ultimately was packed with gun powder and pieces of metal. DeWayne Taylor then lit the cannon’s fuse with a sparkler, at which point he and the rest of the group, other than Hines, took cover inside the shop. Indeed, rather than joining the retreat to cover, Hines climbed up a nearby fire escape and began recording the event with the video-recorder on his smart phone. But instead of firing its projectiles, the cannon exploded, and a piece of the resulting shrapnel struck Hines in the head, severely injuring him.
Thereafter, Hines filed a lawsuit against Railserve in the State Court of Clayton County,
1. Hines first contends that the trial court erred in granting summary judgment, arguing that genuine issues of material fact remain as to whether Railserve is liable under the theory of respondeat superior. We agree.
Under Kansas law, the phrase “imputed negligence” or “respondeat superior” refers to the doctrine which places upon one individual
In granting Railserve’s motion for summary judgment, the trial court acknowledged that there was evidence that Tim Taylor and Brandon Dawson had supervisory responsibilities at the Ameritrack yard and that both knew about the potato cannon. Additionally, there was evidence that Heisen—who had supervisory authority over all employees at the yard—directed Dawson to have off-the-clock employees leave the yard. Nevertheless, the trial court ruled that Hines’s respondeat-superior claim failed as a matter of law because neither Tim Taylor nor Dawson, as agents of Railserve, had a duty to prevent Hines from being harmed. However, contrary to the trial court’s assertion, the rule in Kansas is simply that “an employer has the duty not to expose his employees to perils which the employer may guard against by the exercise of reasonable care.”
2. Hines also contends that the trial court erred in granting summary judgment because genuine issues of material fact remain
The Restatement (Second) of Torts § 317, titled the “Duty of Master to Control Conduct of Servant,” provides as follows:
A master is under a duty to exercise reasonable care so to control his servant while acting outside the scope of his employment as to prevent him from intentionally harming others or from so conducting himself as to create an unreasonable risk of bodily harm to them, if
(a) the servant
(i) is upon the premises in possession of the master or upon which the servant is privileged to enter only as his servant, or
(ii) is using a chattel of the master, and
(b) the master
(i) knows or has reason to know that he has the ability to control his servant, and
(ii) knows or should know of the necessity and opportunity for exercising such control.11
In summary, § 317 recognizes that “the‘special relationship’of employer and employee imposes a duty on the employer to exercise control over the employee acting outside the scope of employment under limited circumstances.”
In the case sub judice, the trial court acknowledged that employees of Railserve, who had supervisory responsibilities, were aware of the potato cannon and that off-duty employees were drinking beer at the shop shortly before the accident. But the trial court concluded that Hines’s claim failed as a matter of law because it held that § 317 of the Restatement does not render an employer liable for its employee’s negligence when the resulting injury is to another employee. Specifically, the trial court held that “[t]he plain language [of § 317] connotes that Plaintiff cannot be both a ‘servant’ and an ‘other’ from whom the master is under a duty to protect” and contemplates no duty for the master to protect servants from their own negligent acts.
We are not persuaded that the trial court’s strained reading of § 317 is required by its “plain language.” The term “other” is defined as “that one of two which remains after one is taken, defined, or
Further, the trial court’s reading of the Restatement (Second) of Torts § 317 is inconsistent with the Restatement (Second) of Agency § 213 (d), which is to be read in conjunction with § 317,
A person conducting an activity through servants or other agents is subject to liability for harm resulting from his conduct if he is negligent or reckless: ... in permitting, or failing to prevent, negligent or other tortious conduct by persons, whether or not his servants or agents, upon premises or with instrumentalities under his control.15
In fact, Comment b to § 213 further provides that
[t]he rule stated in this Section applies to the liability of the master to his servants, the master being subject to liability to them for his own negligence, even though the act immediately causing the harm is that of a fellow servant for whose negligence to them the master is not liable.16
Accordingly, even if the language of § 317 could possibly be construed as ambiguous on this particular point, it becomes manifestly clear, when read in conjunction with the Restatement (Second) of Agency
Moreover, although there does not appear to be any Kansas law specifically discussing whether § 317 imparts a dutyupon an employer to protect one employee from being harmed by another employee, cases from other jurisdictions have, in fact, acknowledged such a duty.
3. Hines further contends that the trial court erred in granting summary judgment because genuine issues of material fact remain as to whether Railserve is liable under the theory of negligent supervision. Once again, we agree.
Under Kansas law, negligent supervision is a recognized cause of action, and its focus is upon the actions of someone other than the person whose negligence caused the injury.
And in this matter, the trial court concluded that Hines’s negligent-supervision claim failed as a matter of law based on its finding that there was no evidence that Railserve should have foreseen that DeWayne Taylor had a propensity for creating and detonating explosives and, citing Schmidt v. HTG, Inc.,
Finally, the trial court also supported its decision to grant summary judgment as to Hines’s negligent-supervision claim by adopting the holding of Beam v. Concord Hospitality, Inc.
the evidence now under consideration does not show that the master corporation hired an incompetent or unfit servant or employee, or that it retained him in employment after it knew or should have known of his incompetence or unfitness—it does not even show the servant incompetent or unfit.30
The Court then further ruled that if the plaintiff was an employee, his claim still failed because
the act of shooting which caused plaintiff’s injuries was not authorized by the master corporation or was not done by its servant and [fellow employee] to advance its interests, and in such circumstances the rule is that the master corporation is not liable in damages to one servant for injuries inflicted on him by the act of his fellow servant.31
Focusing on this second part of the Balin analysis, the district court in Beam reasoned that “it appears that the Supreme Court of Kansas recognized a distinction between third parties and employees and concluded that only third parties could seek recovery under a theory of negligent retention.”
[a] cause of action does exist under Kansas common law when employers negligently hire or retain employees they know or should know are incompetent or dangerous when another employee is physically injured by the dangerous employee or is emotionally harmed such that immediate physical injury is the result.36
Finally, and as the district court recognized in the Beam opinion,
Judgment reversed.
Ellis v. Ingle, 306 Ga. App. 674, 675 (703 SE2d 104) (2010) (noting that summary adjudication is only proper when “there is no genuine issue of material fact and the movant is entitled to judgment as a matter of law”); see OCGA § 9-11-56 (c).
Ellis, 306 Ga. App. at 675.
Hines’s complaint states that Railserve’s principal place of business is located in Clayton County, Georgia, and Railserve has not contested jurisdiction or venue.
Although this suit was filed in Georgia, the parties agreed and the trial court properly held that Kansas substantive law as to liability applies pursuant to “lex loci delicti,” which remains the choice of law rule in Georgia. See Dowis v. Mud Slingers, Inc., 279 Ga. 808, 816 (621 SE2d 413) (2005). Under “this traditional rule, a tort action is governed by the substantive law of the state where the tort was committed.” Id. at 809.
Brillhart v. Scheier, 758 P2d 219, 221 (Kan. 1988); accord Schmidt v. Martin, 510 P2d 1244, 1246 (Kan. 1973).
Brillhart, 758 P2d at 221.
Prugue v. Monley, 28 P3d 1046, 1050 (Kan. App. 2001).
Id. (punctuation omitted).
Smith v. Massey-Ferguson, Inc., 883 P2d 1120, 1134 (Kan. 1994); see also Riggs v. Missouri-Kansas-Texas R. Co., 508 P2d 850, 854 (Kan. 1973) (same); Wrinkle v. Norman, 301 P3d 312, 313 (Kan. 2013) (“Alandowner’s duty toboth invitees and licensees is one of reasonable care under all the circumstances.”).
See Smith, 883 P2d at 1134-35 (holding that both employer and supervising co-employee of injured plaintiff owed duty to provide a safe workplace).
Restatement (Second) of Torts § 317 (1965).
Meyers v. Grubaugh, 750 P2d 1031, 1034 (Kan. 1988).
The Compact Oxford English Dictionary 1231 (2d ed. 1991). Cf. OCGA § 1-3-1 (b) (“In all interpretations of statutes, the ordinary signification shall be applied to all words____”); Akron Pest Control v. Radar Exterminating Co., 216 Ga. App. 495, 497 (1) (455 SE2d 601) (1995) (noting that courts may turn to a dictionary for the plain, ordinary, and popular sense of a word in interpreting contracts).
See Restatement (Second) of Agency § 213 cmt. a (1958) (“The rule stated in this Section is not based upon any rule of the law of principal and agent or of master and servant. It is a special application of the general rules stated in the Restatement of Torts and is not intended to exhaust the ways in which a master or other principal may be negligent in the conduct of his business.”).
Id. § 213 (d) (1958).
See id. § 213 (d) cmt. b.
See Mullen v. Topper’s Salon & Health Spa, Inc., 99 FSupp.2d 553, 556-57 (E.D. Pa. 2000) (noting that in Pennsylvania, an employer may be liable pursuant to the Restatement (Second) of Torts § 317 when employer failed to exercise ordinary care to prevent harm to an employee by another employee acting outside the scope of his employment and occurring on the employer’s premises); Mandy v. Minnesota Mining & Manufacturing, 940 FSupp. 1463, 1471 (II) (D. Minn. 1996) (holding that pursuant to Minnesota law, § 317 was applicable to hold employer liable when one employee, acting outside the scope of his employment but on employer’s premises, harassed another employee); Platson v. NSM, Am., Inc., 748 NE2d 1278, 1285-86 (Ill. App. Ct. 2001) (holding that company intern who was allegedly assaulted by company employee stated a proper claim under Restatement (Second) of Torts § 317); Kerans v. Porter Paint Co., 575 NE2d 428, 432-33 (Ohio 1991) (holding that under Restatement (Second) of Torts § 317, an employer may be liable for one employee’s workplace sexual harassment of another employee); see also Favors v. Alco Mfg. Co., 186 Ga. App. 480, 483 (3) (367 SE2d 328) (1988) (holding that “[a] cause of action for negligence against an employer may be stated if the employer, in the exercise of reasonable care, should have known of an employee’s reputation for sexual harassment and that it was foreseeable that the employee would engage in sexual harassment of a fellow employee but he was continued in his employment” (punctuation omitted)).
Marquis v. State Farm Fire & Cas. Co., 961 P2d 1213, 1222 (Kan. 1998).
Id. at 1223; see Nero v. Kan. State Univ., 861 P2d 768, 772-73 (Kan. 1993).
Kan. State Bank & Trust Co. v. Specialized Transp. Svcs., Inc., 819 P2d 587, 598 (Kan. 1991).
Marquis, 961 P2d at 1225.
961 P2d 677, 695 (Kan. 1998) (holding that in Kansas liability of the employer for negligent supervision is predicated on the actions against the customer or co-worker occurring on the working premises and during the time employment services were normally rendered).
Kan. State Bank & Trust Co., 819 P2d at 598.
Id.
Compare id. at 598-99 (holding that genuine issues of material fact existed as to whether defendant should have foreseen that an employee posed a danger to a plaintiff/student, who the employee sexually assaulted, and, thus, summaryjudgment as to plaintiff’s negligent retention and supervision claim was not warranted), with Schmidt, 961 P2d at 694-96 (holding that summary judgment in favor of defendant/employer was properly granted given that employee’s sexual assault and murder of former co-employee occurred well after employee’s work hours and did not occur on employer’s premises).
920 FSupp. 1165 (D. Kan. 1996).
280 P2d 623 (Kan. 1955).
See Beam, 920 FSupp. at 1167-68.
280 P2d at 630.
Id.
Id.
920 FSupp. at 1168.
Plains Res., Inc. v. Gable, 682 P2d 653, 662 (Kan. 1984).
See Marquis, 961 P2d at 1225 (noting that the torts of negligent hiring, retention, or supervision are recognized in Kansas as separate torts that are not derivative of the employee’s negligence).
911 F2d 22 (8th Cir. 1990). We recognize that the district court in Beam considered Perkins but found it unpersuasive. See Beam, 920 FSupp. at 1167.
Perkins, 911 F2d at 30 (II) (A).
See 920 FSupp. at 1165 (noting that the general language of the Supreme Court of Kansas’s decision in Kansas State Bank & Trust Co. “could be read as supportive of the plaintiff’s position”).
See Kan. State Bank & Trust Co., 819 P2d at 598 (noting that liability under a negligent-supervision claim results not because of the employer-employee relationship, but because the employer had reason to believe that an undue risk of harm to others would exist as a result of the employment of the alleged tortfeasor); see also Schmidt, 961 P2d at 695 (holding that in Kansas liability of the employer for negligent supervision is predicated on the actions against the customer or co-worker occurring on the working premises and during the time employment services were normally rendered).