Vicarious liability Flashcards

1
Q

Vicarious liability

A

This is a form of secondary liability where one party is held liable for the torts of another
Vicarious liability is strict liability so not dependent of fault

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2
Q

what are the 3 elements of a vicarious liability tort

A
  • Tort committed
  • Employment relationship
  • In course of employment
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3
Q

Readymixed Concrete v Minister of Pensions (Readymix)

A
  • Party held not to be employee as owned the asset and bore risk
  • 3 levels of employment relationship;
    a. Remuneration
    b. Control (Yewens v Noakes)
    c. Other provisions of contract
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4
Q

Warner Holidays Ltd v Secretary of state for social services

A

Set out the ‘other provisions’

  • Mutuality of obligation
  • Labelling
  • Tax
  • Exclusivity
  • Proft v loss
  • Sick pay
  • Who’s equipment
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5
Q

O’kelly v THF

A

No mutuality of obligation for casual wine waiter, so not an employee

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6
Q

Massey v Crown Life

A

What the contract or parties label the relationship as is not conclusive

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7
Q

Airfix v Cope

A

How you pay tax is a factor but is not conclusive. If you pay PAYE tax then likely to be employee. Self assessment = not employee

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8
Q

Argent v Minister of social security

A

If contract exclusive then more likely to be employee

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9
Q

Hall v Lorimer

A

If you bear profit and loss then you are not likely to be employee

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10
Q

Mersey Docks v Coggins and Griffiths

A

General rule; employee remains employed by the original employer for the purpose of vicarious liability
Can be rebutted by;
- Level of control (most important)
- Who pays wages

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11
Q

Vassystems

A

2 employers can be liable

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12
Q

Rowe v Herman

A

General presumption that there is no liability for independent contractors unless;

  • Defendant ratifies tort
  • D is negligent in selecting contractor (pinn v rew)
  • Statutory duty
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13
Q

Padbury v Holiday & Greenwood

A

No liability for causal negligence of independent contractors

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14
Q

Winfield

A

Winfield; 3 things are in the course of employment;

  • Expressly/impliedly authorised
  • incidental to employment
  • Unauthorised way of doing something which is authorised
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15
Q

Limpus v London General Omnibus

A

Tort in course of employment when bus driver raced bus with other bus driver. Judged to be unauthorised way of doing something which is authorised

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16
Q

Joel v Morrison

A

Where not acting in the course of employment the employee is judged to be ‘on a frolic of their own’

17
Q

beard v London General Omnibus

A

Conductor drove bus. Crashed and killed a passenger. Not in course of employment, as does not fit any of Winfield’s criteria

18
Q

Daniels v Whetstone Entertainment

A

Bouncer assaulted nigh clubber goer, once in night club and once afterwards on the street. Employer not liable for second assault as not in course of employment

19
Q

Twine V Bean Express

A

Employer banned picking up of hitchhikers. Employee did it. Therefore tort comitted not in course of employment

20
Q

Rose v Plenty

A

Employer banned milkmen from letting employees let people assist with mlikround. Employee let 13 year old boy assist. Still judged to be in course of employment. Denning LJ act was ‘for the employers business’ so was unauthorised mode of performing the task he was contracted to do.

21
Q

Storey v Ashton

A

Detour from route taken after delivery of wine to see relative. Injured plaintiff. Not in course of employment. No vicarious liability.

22
Q

SMith v Stages

A

employees injured in car crash. Were in company hours and had travel expenses paid, therefore in course of employment and employer vicariously liable

23
Q

Warren v Henleys

A

Petrol attendant punched customer. Outside course of employment as criminal act

24
Q

Lister v Hesley Hall

A

Sexual assaults as warden of childrens home was in course of employment due to facilitation of assaults by employment role

25
Q

S1 Civil Liability Contribution ACt

A

Employer can claim indemnity off employee if contracted to do so

26
Q

Mattis v Pollock

A

If there is a ‘close connection’ between act and employment then even if it is criminal act it will be judged to be in the course of employment. Circa lister v Henley