Segal v. St. John's UniversitySegal v. St. John's University
The plaintiff
Generally, when a plaintiff seeks to recover damages against an employer based on an employee’s actions committed within the scope of his or her employment, the employer is liable under the doctrine of respondeat superior, not negligent hiring or supervision (see Drisdom v Niagara Falls Mem. Med. Ctr., 53 AD3d 1142, 1143 [2008]; Coville v Ryder Truck Rental, Inc., 30 AD3d 744, 744-745 [2006]; Watson v Strack, 5 AD3d 1067, 1068 [2004]; Weinberg v Guttman Breast & Diagnostic Inst., 254 AD2d 213 [1998]; cf. Talavera v Arbit, 18 AD3d 738 [2005]). Inasmuch as the alleged negligent actions of Skudin were indisputably within the scope of his employment, the Supreme Court should have granted that branch of the defendants’ renewed motion which was to dismiss the cause of action asserted against St. John’s alleging negligent hiring and supervision. We also note that the causes of action seeking damages based on intentional tort and fraud, and seeking punitive damages, were previously withdrawn by the plaintiff and thus were no longer before the Supreme Court.
The Supreme Court properly denied, upon renewal, that branch of the defendants’ renewed motion which was for summary judgment dismissing the cause of action to recover damages based on negligence. Regardless of whether the training methods Skudin employed were “well within the normal and
The defendants’ remaining contention is without merit.
Mastro, J.P., Fisher, Belen and Austin, JJ., concur.