Define: Pro Domino

Pro Domino is a legal term that refers to the principle of “for the master” or “for the employer.” It means that an employer can be held responsible for the actions of their employees or agents while they are acting within the scope of their employment.

In personal injury cases, Pro Domino can be used to hold an employer liable for the negligent actions of their employees. If an employee causes harm to someone while performing their job duties, the injured party can seek compensation from the employer under the Pro Domino principle.

Pro Domino generally applies to employees rather than independent contractors. However, there are exceptions where an employer can still be held liable for the actions of an independent contractor if they have control over their work or if the contractor is performing inherently dangerous activities.

To determine if Pro Domino applies, courts consider factors such as the level of control the employer has over the employee, whether the actions were within the scope of employment, and if the employee was acting to further the employer’s interests.

Yes, an employer can be held liable for intentional acts committed by an employee if those acts were within the scope of their employment or if the employer knew or should have known about the employee’s propensity for such behavior.

If an employee was acting outside of their job duties, it may be more difficult to hold the employer liable under Pro Domino. However, if the employee’s actions were still somehow connected to their employment or if the employer should have reasonably foreseen the employee’s actions, liability may still be possible.

Yes, Pro Domino can be applied to hold a company responsible for the actions of its subsidiaries or affiliates if there is sufficient control and integration between the entities. Courts will consider factors such as common ownership, centralized control, and the extent to which the entities operate as a single integrated enterprise.

Generally, an employer is not liable for the actions of an employee outside of working hours, as they are not considered to be acting within the scope of their employment. However, there may be exceptions if the employee’s actions are somehow connected to their job or if the employer should have reasonably foreseen the employee’s behavior.

Yes, an employer can be held liable for the actions of a temporary or contract employee if they have control over their work and if the employee is acting within the scope of their employment. The Pro Domino principle applies regardless of the employment status of the individual.

Yes, an employer can still be held liable for the actions of an employee even if they were not aware of their misconduct. The employer’s knowledge or lack thereof does not absolve them of responsibility under the Pro Domino principle.