Blanton v. International Minerals & Chemical Corp.

707 N.E.2d 960, 125 Ohio App. 3d 22
CourtOhio Court of Appeals
DecidedDecember 19, 1997
DocketNo. C-970115.
StatusPublished
Cited by16 cases

This text of 707 N.E.2d 960 (Blanton v. International Minerals & Chemical Corp.) is published on Counsel Stack Legal Research, covering Ohio Court of Appeals primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Blanton v. International Minerals & Chemical Corp., 707 N.E.2d 960, 125 Ohio App. 3d 22 (Ohio Ct. App. 1997).

Opinion

Painter, Presiding Judge.

Timothy Blanton, plaintiff-appellant, worked for defendant-appellee Hamilton Foundry and Machine Co. operating a “CB-22” core-making machine. 1 The machine produces cores by compressing a sand mixture with a gas. Simply stated; the CB-22 makes cores when two halves of a box-shaped mold come together. At the foundry, an employee usually operated the CB-22 in “lock-down” position, where the box’s right side was locked in a stationary position through air pressure and the box’s left side closed on it when the operator started a cycle. During lock-down, the box’s right side was held in position by two steel stop rods. After a core was produced, the box’s left side retracted. Then the machine operator had to put his hand between the sides of the box to remove the core. Apparently, removing the cores by hand was the only way to accomplish the task — the cores were too fragile to remove with a device such as tongs.

The foundry acquired the CB-22 in 1985 or 1986, and during the next seven or eight years stop rods occasionally broke. As many as seven rods may have broken during this period, but there were no injuries to any operators before Blanton was injured. On January 27, 1993, when Blanton placed his hand into the box area to remove a core, the stop rods broke and the two halves of the mold came together. He suffered severe and permanent damage to his right hand and forearm.

*25 Blanton received workers’ compensation for his injury, but he also filed suit against the foundry for an intentional tort and against defendant-appellee International Minerals and Chemical Corp. (“Redford Carver”), the manufacturer of the machine, under product-liability theories. Particularly, in the product-liability claim, Blanton attempted to prove that it was Redford Carver’s stop rods that had broken and that the design for the stop rods was defective. Blanton also claimed that the machine was defective when locked down because this method allowed too much pressure to be stored in the machine while an operator had to place his hand in the box area to remove a core. After Blanton presented his evidence to the jury, the trial judge directed a verdict for the foundry. The jury later returned a verdict for Redford Carver. In seven assignments of error, Blanton appeals the trial court’s directed verdict and also raises alleged errors relating to the claim against Redford Carver.

I. Intentional-Tort Claim

In his first assignment, Blanton asserts that the trial court erred in granting a directed verdict for the foundry. We overrule this assignment.

The workers’ compensation system has all but eliminated the ability of employees to sue their employers for injuries sustained in the workplace. A narrow exception exists in situations where an employer’s conduct is sufficiently egregious in causing the injury. In Fyffe v. Jeno’s, Inc., the Ohio Supreme Court set out a test for determining whether an employee can bring an intentional-tort action against an employer for an injury received in the workplace. 2 Fyffe’s first two syllabus paragraphs provide the applicable test and a less-than-definitive explanation of when a substantial certainty of injury exists:

“1. Within the purview of Section 8(A) of the Restatement of the Law 2d, Torts, and Section 8 of Prosser & Keeton on Torts (5 Ed.1984), in order to establish “intent” for the purpose of proving the existence of an intentional tort committed by an employer against his employee, the following must be demonstrated: (1) knowledge by the employer of the existence of a dangerous process, procedure, instrumentality or condition within its business operation; (2) knowledge by the employer that if the employee is subjected by his employment to such dangerous process, procedure, instrumentality or condition, then harm to the employee will be a substantial certainty; and (3) that the employer, under such circumstances, and with such knowledge, did act to require the employee to continue to perform the dangerous task. [Citation omitted.]
“2. To establish an intentional tort of an employer, proof beyond that required to prove negligence and beyond that to prove recklessness must be established.

*26 Where the employer acts despite his knowledge of some risk, his conduct may be negligence. As the probability increases that particular consequences may follow, then the employer’s conduct may be characterized as recklessness. As the probability that the consequences will follow further increases, and the employer knows that injuries to employees are certain or substantially certain to result from the process, procedure or condition and he still proceeds, he is treated by the law as if he had in fact desired to produce the result. However, the mere knowledge and appreciation of a risk — something short of substantial certainty— is not intent.” (Citation omitted.)

After reading these pronouncements, one is left with the distinct impression that each case turns on its own facts.

We need only to focus on the second part of the Fyffe test. To satisfy the test’s second part, a plaintiff must show that the employer had knowledge that harm to the employee would be a substantial certainty if the employee was subjected by his employment to a dangerous process, procedure, instrumentality, or condition. Paragraph two of the syllabus in Fyffe purports to delineate a type of continuum — establishing that an employer acted with “intent” (that an injury was substantially certain to occur) requires proof greater than negligence or even recklessness on the part of the employer.

While it may have been negligent or possibly even reckless for the foundry to continue equipping the CB-22 with inferior rods that occasionally broke, the foundry did not know that an injury was substantially certain to occur. First, an injury had never occurred before because a rod had broken on the machine. Though the lack of a prior injury is not fatal to a plaintiffs case, it is evidencé tending to show that an employer did not have knowledge that an injury was substantially certain to occur. 3

Most important, though, Blanton did not present any evidence concerning how much time an operator’s hand was vulnerable to injury while in the workplace. The greater the amount of time that an operator’s hand was within the core-making box while the machine was in the lock-down position, the greater amount of time an operator’s hand would be exposed to a risk of injury had the rods broken. Because rods broke so infrequently, averaging at most about once per year, an operator’s hand would have had to be within this zone of danger for a substantial percentage of the time that the machine was locked down to reach a substantial certainty of injury. Blanton presented no evidence of how many *27 times he had to put his hand in the machine each shift, or how long his hand remained in the machine exposed to a possible danger. From a description of the operator’s duties in removing a core, it seems that an operator’s hand would have only been exposed to danger for a few seconds at any given time.

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Cite This Page — Counsel Stack

Bluebook (online)
707 N.E.2d 960, 125 Ohio App. 3d 22, Counsel Stack Legal Research, https://law.counselstack.com/opinion/blanton-v-international-minerals-chemical-corp-ohioctapp-1997.