WARNING: By failing to perform
pre-employment background checks you leave your business
open to serious legal and monetary risks!
Failing to Screen Your Employees Can Cost You!
In at least 28 states,
Negligent Hiring and Retention Laws
hold employers liable for willful misconduct by their
employees. In some cases, it does not even matter if the
actions of the employee occur outside of the place or scope
of work.
Reduce Risks by Conducting Background Checks
The American Management Association reported losses to U.S. Business due to:
- Employee pilferage over $10 billion.
- Commercial bribery over $10 billion.
- Embezzlement over $4 billion
- Vandalism over $2.5 billion
- Burglary over $2.5 billion
- Insurance/Workers Compensation fraud over $2 billion.
- Arson over $1.3 billion.
- Computer Fraud over $1 billion.
Negligent Hiring Cases
A nursing home was found liable for $235,000 for negligent
hiring of an unlicensed nurse with 56 prior criminal
convictions, who assaulted an 80-year-old visitor.
-Deerings West Nursing Center v. Scott
A furniture company was found liable for $2.5 million for
negligent hiring and retention of a deliveryman who savagely
attacked a woman customer in her home.
-Tallahassee Furniture Co., Inc. v. Harrison
An employer settled for a $2.5 million suit seeking to hold
it liable for negligent hiring, and entrustment of an
intoxicated security guard. The guard had an on-duty traffic
accident in a company car which killed him and another
motorist.
-Butler v. Hertz Corp.
An employee with a criminal record sexually assaulted a
child; $1.75 million awarded for negligent hiring and
retention.
-Doe v. MCLO
A store customer detained by a security guard as a suspected
shoplifter and injured while being restrained was awarded
$10 million in damages in a suit against the store, claiming
negligent hiring.
-Porter v. Proffitt's, Inc.
A vacuum cleaner manufacturer was liable for $45,000 because
one of its distributors hired a door-to-door salesperson
with a criminal record, who then raped a female customer in
her home; (manufacturer should have required its
distributors to do pre-hiring screening of door-to-door
salespersons to prevent hiring of persons with criminal
histories).
-McLean v. Kirby Co.
