Is the Government’s Coronavirus Guidance Statutory or Advisory & Are You Protected Against a Claim if You Follow It & The Legal Difference Between ‘Practical’ and ‘Reasonably Practicable’?
Is the Government’s Coronavirus Guidance Statutory or Advisory & Are You Protected Against a Claim if You Follow It & The Legal Difference Between ‘Practical’ and ‘Reasonably Practicable’?
Now you’ve seen the videos I’ve been putting out this week on vicarious liability and I’ve now got another interesting story for you.
This is about a care home, a residential care home, it’s not a secure care home, and in this particular care home, they’ve got a service user that started to exhibit some quite extreme behaviour.
How liable are you if an inspectorate gives you illegal advice, which you feel pressurised to implement (due to the inspectorate possibly threatening to impose sanctions against your company) even if you know it will increase the risk to your staff and service users?
This video is about vicarious liability and how it can affect you as a trainer, a training company and a organisations who may be commissioning training from a trainer or training company.
This is the second interview that I have done with Trevel where we discuss the issues of the Non-Delegable Duty of Care, Vicarious Liability and how that applies to training providers who sub-contract training and to organisations who commission training from training providers (as well as loads of other stuff!).
I was recent asked this question by someone on Facebook – “If a security company tell door staff don’t get involved in fights or problems on the street, as your not insured to do so, how would they stand if they did or didn’t get involved and somebody got hurt?”
A Supreme Court has ruled that Morrisons supermarket is liable for the actions of a staff member who physically attacked a customer. This is a wake-up call for all employers because it has broadened the law which holds employers vicariously liable for the acts of their employees who commit a crime whilst at work. Previously an employer could argue that … Read more