As an employment matter, a workplace tort is vastly different from the more traditional issues brought under federal or state statutes prohibiting discrimination, harassment, and retaliation. Workplace torts are often the result of legislation enacted into law as a civil wrong. Workplace tort arises when one party breaches a legal duty it owes to another party and the other suffers harm or damages as a result of the breach. Typical employment related torts include negligence (including negligent hiring, screening, and retention), fraud and misrepresentation, infliction of emotional distress, and false imprisonment.

Under this doctrine, an employer will generally be liable for an employee’s tortuous conduct committed within the scope of his or her employment. As an example, an employee’s acts may be within the scope of employment even though forbidden or consciously criminal or wrongful. In the case of negligent hiring, retention, and supervision, an employer has a duty to protect its employees, customers, clients, and visitors from injury caused by employees the employer knows, or should know, pose a risk of harm or damage to others. Thus, an employer’s liability for negligent hiring and retention frequently depends on whether it can be proved that the employer should have known of the employee’s unfitness.

By the end of this webinar, you will learn:

• Effective selection interviewing is an art, not a science.
• Measuring employee performance is essential for employee retention.
• Employment related assumptions can lead to disaster.

Register here!