Ohio Appeals Court: Workers Compensation Does Not Bar Negligent Hiring Claim When Co-Worker Rapes Employee, Which Was Not Foreseeable.

Yesterday, the Butler County Court of Appeals affirmed the dismissal of a negligent hiring claim against a residential facility for the mentally disabled. Prewitt v. Alexson Servs., Inc., 2008-Ohio-4306 (8/25/08). In that case, an employee raped a co-worker, who then argued that the employer was negligent in its hiring and supervision of the rapist. Although the trial court dismissed the lawsuit on the grounds that her claim was covered and barred by the workers compensation statutes and his crime was not foreseeable based on the rapist’s prior criminal history, the Court of Appeals affirmed only on the grounds that the rape was not reasonably foreseeable under the circumstances.

The plaintiff employee argued that the employer was negligent in hiring and supervising the rapist and that her rape was reasonably foreseeable because the rapist had been convicted of disorderly conduct (for exposing himself in a public park) before he had been hired. He had also been investigated (and cleared) by the county MR/DD department and the local police after he was hired for assaulting a client by striking her with pillows. He had also been investigated twice by the local police for sexually assaulting patients. During these investigations, the rapist informed the police (who, in turn, informed the employer) that he suffered from bi-polar, was borderline schizophrenic and was not taking his medication. Moreover, he took a two-month FMLA leave of absence for his mental health issues and was cleared to return to work without any restrictions by his physician. Finally, another co-worker had privately claimed to the plaintiff that she had been raped twice by the rapist at work, but had never reported it because she did not want her family to know.

While the employer conducted pre-employment background and criminal checks of applicants, it relied on the employee’s honor to self- report any criminal convictions after the employee was hired. Nonetheless, the court found that this fact to be irrelevant in this case because the rapist had not been convicted of any similar crimes after being hired. Further, the pre-employment criminal check did not reveal the circumstances of the rapist’s disorderly conduct (which, in any event, was not – in the court’s opinion -- necessarily indicative of his predisposition to rape a co-worker in that it did not involve a physical assault). Because the employee had been returned to work by his physician after his FMLA leave without any restrictions, the court did not find that the rapist’s mental health issues were indicative of his future proclivity to rape a co-worker. In totality, the court found that there was no evidence that the employer possessed any knowledge which would indicate that it was reasonably foreseeable that the rapist would sexually assault a co-worker during working hours.

Nonetheless, the court reversed the trial court’s finding that the negligent supervision/hiring claims were barred by the workers compensation laws because the rape did not occur within the scope of the rapist’s duties, and therefore, was not an “accident.” Ohio Revised Code § 4123.74 provides, in pertinent part, "Employers who comply with section 4123.35 of the Revised Code shall not be liable to respond in damages at common law or by statute for any injury, * * * received * * * by any employee in the course of or arising out of his employment * * *." The employer argued that a prior Supreme Court decision (which held that the workers compensation laws did not bar sexual harassment claims) applied to bar this negligent hiring claim because the employee’s injury in this case was physical – not emotional as in sexual harassment cases.

However, the Court of Appeals disagreed: “Regardless of the nature of appellant's injuries suffered as a result of the rape, the controlling inquiry is whether the injury was "accidental" or occurred "in the course of or arising out of the employment." Under Ohio Revised Code § 4123.74, “an employer is not immune from liability for injuries not taking place in the course of or arising out of employment. "For an accident to 'arise out of' the employment as required under Workers' Compensation Act, it is necessary that the conditions or obligations of the employment put the employee in the position or at the place where the accident occurs; the accident need not have been foreseen or expected, but after the event it must appear to have had its origin in a risk connected with the employment, and to have flowed from that source as a rational consequence . . . The controlling test of whether an injury arises out of the employment is whether the injury is a natural and probable consequence of the nature of the employment. . . . . A similar analysis in this case demonstrates that the rape did not occur "in the course of" or "arise out of" appellant's employment as a rape is not a "natural and probable consequence" of the nature of the employment. Moreover, the rape does not constitute an ‘accident’ included in the definition of ‘injury.’"

Insomniacs can read the full decision at http://www.sconet.state.oh.us/rod/docs/pdf/12/2008/2008-ohio-4306.pdf.

NOTICE: This summary is designed merely to inform and alert you of recent legal developments. It does not constitute legal advice and does not apply to any particular situation because different facts could lead to different results. Information here can change or be amended without notice. Readers should not act upon this information without legal advice. If you have any questions about anything you have read, you should consult with or retain an employment attorney.

Sixth Circuit: Title VII Protects Family and Friends of Employees who File EEOC Charge.

[Editors' Note: This decision was reversed by the Sixth Circuit en banc on June 5, 2009.]

On March 31, 2008, the a divided Sixth Circuit recognized associational claims for retaliation after an employer fired the fiancé of an employee about three weeks after it received notice of her EEOC Charge. Thompson v. North Am. Stainless LP, No. 07-5040 (6th Cir. 3/31/08).

“According to the complaint, Regalado filed a charge with the EEOC in September 2002, alleging that her supervisors discriminated against her based on her gender. On February 13, 2003, the EEOC notified [the employer] of Regalado’s charge. Slightly more than three weeks later, on March 7, 2003, the [employer] terminated [the] employment of” Thompson, Regaldo’s fiancé. “Thompson alleges that he was terminated in retaliation for his then-fiancée’s EEOC charge, while [the employer] contends that performance-based reasons supported the plaintiff’s termination.” The employer successfully argued to the trial court on summary judgment that it was not a violation of Title VII to terminate Thompson on account of Regalado’s EEOC Charge.

The Sixth Circuit found the public policy of Title VII supported recognizing a cause of action under these circumstances. ““The anti-retaliation provision seeks to secure [a non-discriminatory workplace] by preventing an employer from interfering (through retaliation) with an employee's efforts to secure or advance enforcement of the Act's basic guarantees.” Clearly, Regalado would have been deterred from filing her EEOC Charge if she had known that it could result in the termination of her fiancé.

The dissent argued that the Court should leave it to Congress to amend Title VII to include within the scope of the anti-retaliation provisions individuals other than the employee who filed the EEOC Charge.

Insomniacs can read the full decision at http://www.ca6.uscourts.gov/opinions.pdf/08a0129p-06.pdf.

NOTICE: This summary is designed merely to inform and alert you of recent legal developments. It does not constitute legal advice and does not apply to any particular situation because different facts could lead to different results. Information here can change or be amended without notice. Readers should not act upon this information without legal advice. If you have any questions about anything you have read, you should consult with or retain an employment attorney.