Okundaye v. Driscoll

CourtVermont Superior Court
DecidedMay 12, 2011
Docket83
StatusPublished

This text of Okundaye v. Driscoll (Okundaye v. Driscoll) is published on Counsel Stack Legal Research, covering Vermont Superior Court primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Okundaye v. Driscoll, (Vt. Ct. App. 2011).

Opinion

Okundaye v. Driscoll, No. 83-3-10 Bncv (Wesley, J., May 12, 2011)

[The text of this Vermont trial court opinion is unofficial. It has been reformatted from the original. The accuracy of the text and the accompanying data included in the Vermont trial court opinion database is not guaranteed.] STATE OF VERMONT

SUPERIOR COURT Civil Division Bennington Unit. Docket No. 83-3-10 Bncv

DEREK OKUNDAYE Plaintiff,

v.

WILLIAM DRISCOLL Defendant.

Opinion and Order on Motions for Summary Judgment

Plaintiff Derek Okundaye was injured when Donald O’Dell struck him in the back of the head with a crowbar at the Walk-in-the-Woods Motel in Woodford, Vermont. This case represents Plaintiff’s attempt to hold the owner of the motel liable for the intentional, criminal acts of Donald O’Dell. To this end, Plaintiff has asserted various theories under which he believes the motel owner can be found liable for his injuries. Currently pending is Defendant’s motion for summary judgment and Plaintiff’s motion for partial summary judgment. Summary Judgment is appropriate “if the pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any, referred to in the statements required by Rule 56(c)(2), show that there is no genuine issue as to any material fact and that any party is entitled to judgment as a matter of law.” V.R.C.P. 56(c)(3). Where both parties seek summary judgment, "each must be given the benefit of all reasonable doubts and inferences when the opposing party's motion is being evaluated." Northern Sec. Ins. Co. v. Rosenthal, 2009 VT 83, ¶ 4, 186 Vt. 578 (citation omitted). Because the undisputed facts do not support any theory of liability, Defendant’s Motion for Summary Judgment is GRANTED. Facts The following facts are summarized in a light most favorable to the Plaintiff. In February of 2009, Plaintiff was staying at the Walk-in-the-Woods Motel with his then wife, Rebecca Lever. Ms. Lever was a month-to-month tenant who worked for Defendant William Driscoll. Donald O’Dell was also a month-to-month tenant at the motel, and he plowed the parking lot in exchange for a reduction in his monthly rent. Defendant owns the motel where both men were staying, but had never met Plaintiff at the time of the incident. Around two years prior to the incident, Defendant rented a room to O’Dell at the suggestion of two motel tenants. At that time, Defendant was aware that O’Dell was on probation and that he had been convicted of driving while under the influence (DWI). O’Dell’s criminal record includes the following convictions: 2003- DWI, third offense 2000- violation of probation 1996- grand larceny 1991- attempted burglary 1991- burglary 1990- possession of stolen property 1988- escape 1987- aggravated assault 1987- false information to a police officer 1981- criminal trespass 1981- issuing bad check 1981- petty larceny

After renting to O’Dell, Defendant learned that his brother was O’Dell’s probation officer. Defendant never asked his brother about O’Dell’s criminal record, nor did he perform a criminal background check. Defendant had checked with his brother about the criminal history of other tenants before. On February 18, 2009, O’Dell was plowing the parking lot of the motel. Plaintiff was concerned that snow would be plowed into the walkway and he approached O’Dell while he was plowing. The two conversed and then O’Dell continued plowing and Plaintiff went back inside. A short time later there was another confrontation between Plaintiff and O’Dell outside. O’Dell got out of his truck and the two argued. When Plaintiff began to walk away, O’Dell struck him on the back of the head with a crowbar. As a result, Plaintiff suffered various injuries and O’Dell was convicted of aggravated assault with a deadly weapon.1

1 O’Dell’s conviction and sentence of 15 years to life as a habitual offender was upheld on appeal. State v. O’Dell, No. 2010-172 (Vt. Apr. 4, 2011) (unpublished mem.), available at http://www.vermontjudiciary.org/d-upeo/eo10-172.pdf.

2 Discussion Plaintiff asserts liability on the part of Defendant under the following theories: (1) vicarious liability; (2) negligent hiring; (3) negligent supervision; (4) negligent renting; and (5) consumer fraud. The Court will discuss these claims in turn. Vicarious Liability Plaintiff first argues that O’Dell was acting as Defendant’s agent, servant and employee at the time of assault and that Defendant is therefore vicariously liable for O’Dell’s actions. Under the doctrine of respondeat superior “an employer or master is held vicariously liable for the tortious acts of an employee or servant committed during, or incidental to, the scope of employment.” Brueckner v. Norwich Univ., 169 Vt. 118, 122-23, (1999). Of particular import to this case is whether O’Dell’s conduct fell within the scope of his employment. To establish that a servant's conduct falls within the scope of his or her employment, a plaintiff must demonstrate that the conduct: (a) ... is of the kind the servant is employed to perform; (b) ... occurs substantially within the authorized time and space limits; (c) ... is actuated, at least in part, by a purpose to serve the master; and (d) in a case in which force is intentionally used by the servant against another ... is not unexpectable by the master.

Sweet v. Roy, 173 Vt. 418, 430-31 (2002)(citing Restatement (Second) of Agency § 229(1)(1958)). The conduct of an employee falls outside the scope of employment if it is “different in kind from that authorized, far beyond the authorized time or space limits, or too little actuated by a purpose to serve the master.” Restatement (Second) of Agency § 228(2); Sweet, 173 Vt. at 431. “[T]he inquiry turns not on whether the act done was authorized or was in violation of the employer's policies, but rather whether the acts can properly be seen as intending to advance the employer's interests.” Sweet, 173 Vt. at 431- 32 (2002)(citation omitted). In Sweet v. Roy, plaintiff brought suit against a trust which owned a mobile home park and the park manager, among others. 173 Vt. 418. Plaintiff alleged that the park manager broke her windows and cut her electric line in an effort to illegally evict her. Id. at 425. At the close of evidence, the Superior Court found that the trust was vicariously liable for the actions of the park manager as a matter of law. Id. at 426. The Supreme

3 Court upheld this determination, noting that: In this case, the trust has consistently taken the position that plaintiff was a trespasser, and, therefore, it could use self-help means to evict her. There is no dispute that Leon Roy's responsibility as park manager included the removal of trespassers from the park. The trustees were on notice that Leon used surreptitious vandalism and utility disconnection as a means of self-help eviction. They were parties to the 1986 action in which the court found Leon used these methods to evict Mark Wright and awarded $10,234 in compensatory and punitive damages against them. Yet, they made no change in their methods of operation after that judgment. Finally, there is no evidence that Leon acted out of personal animus against plaintiff, rather than for the business interests of the park.”

Sweet, 172 Vt. at 432-33 (citations omitted). The facts of this case are in stark contrast to those in Sweet and the factors set forth in the Restatement. First, O’Dell’s responsibilities were limited to plowing snow and cannot reasonably be understood to include striking someone with a crowbar. Second, there is no evidence here that Defendant authorized the assault, or that O’Dell had previously assaulted others while engaged in his work duties and that Defendant explicitly or tacitly approved of this conduct while continuing his employment.

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Bluebook (online)
Okundaye v. Driscoll, Counsel Stack Legal Research, https://law.counselstack.com/opinion/okundaye-v-driscoll-vtsuperct-2011.