Earlier last month, an appellate court in Georgia issued a written opinion in a car accident case that was brought by a man who was injured by a drunk driver who had been given permission to use a truck owned by the company for which he worked. The injured motorist filed a lawsuit against the drunk driver as well as the driver’s employer under the theory of negligent entrustment. Ultimately, the court reversed a lower court’s grant of summary judgment in favor of the employer, finding that sufficient evidence was presented to show that the employer may have known about the employee’s previous DUI convictions.
The plaintiff was injured in a car accident when he was struck by a drunk driver. At the time of the accident, the drunk driver was operating a moving truck that belonged to his employer. While the employer’s general rule was not to allow employees to use company vehicles for personal use, the employee did obtain permission.
The plaintiff filed a lawsuit against both the driver and his employer. During pre-trial discovery, the plaintiff became aware that the driver had a prior criminal record, including four DUIs and a charge for possession of cocaine. The plaintiff argued that the driver’s employer was negligent in allowing the employee to use the car, given this information, which was available to the employer.