{"id":1988,"date":"2021-10-25T03:54:37","date_gmt":"2021-10-25T03:54:37","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1988"},"modified":"2022-05-09T17:49:10","modified_gmt":"2022-05-09T17:49:10","slug":"caci-3726-going-and-coming-rule-business-errand-exception","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-3726-going-and-coming-rule-business-errand-exception\/","title":{"rendered":"CACI 3726 Going-and-Coming Rule\u2014Business-Errand Exception"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-fl1vg4-45fb5cc831b3dd47aaecff2f8f027322\">\n#top .av-special-heading.av-fl1vg4-45fb5cc831b3dd47aaecff2f8f027322{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-fl1vg4-45fb5cc831b3dd47aaecff2f8f027322 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-fl1vg4-45fb5cc831b3dd47aaecff2f8f027322 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-fl1vg4-45fb5cc831b3dd47aaecff2f8f027322 av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 3726 Going-and-Coming Rule\u2014Business-Errand Exception<\/h1><div class='av-subheading av-subheading_below'><p>California Civil Jury Instructions CACI<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-1  el_after_av_heading  el_before_avia_sc_search '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" 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action='https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/' id='searchform_element' method='get' class='' data-element_id='av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CACI' aria-label='Search CACI' class='av-input-field ' required \/><div class='av_searchsubmit_wrapper '><input type='submit' value='Find' id='searchsubmit' class='button ' title='View results on search page' aria-label='View results on search page' \/><\/div><input type='hidden' name='numberposts' value='8' \/><input type='hidden' name='post_type' value='page' \/><input type='hidden' name='results_hide_fields' value='post_titles,meta,image' \/><\/div><\/form><\/search><\/div>\n<section  class='av_textblock_section av-av_textblock-e878f05c31dff72941bf1e49a00d9ff5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-9ul6ac-f356aa839b6a5e6aa3a850e8d3d599a5\">\n#top .av_textblock_section.av-9ul6ac-f356aa839b6a5e6aa3a850e8d3d599a5 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-9ul6ac-f356aa839b6a5e6aa3a850e8d3d599a5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">3726\u00a0Going-and-Coming Rule\u2014Business-Errand Exception<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In general, an employee is not acting within the scope of employment while traveling to and from the workplace. But if the employee, while commuting, is on an errand for the employer, then the employee\u2019s conduct is within the scope of the employee\u2019s employment from the time the employee starts on the errand until the employee returns from the errand or until the employee completely abandons the errand for personal reasons.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In determining whether an employee has completely abandoned a business errand for personal reasons, you may consider the following:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">a.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The intent of the employee;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">b.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The nature, time, and place of the employee\u2019s conduct;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">c.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The work the employee was hired to do;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">d.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The incidental acts the employer should reasonably have expected the employee to do;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">e.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The amount of freedom allowed the employee in performing [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] duties; and<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">f.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The amount of time consumed in the personal activity;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">g.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_Form_Input SS_InBlank\"><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify other factors, if any<\/span><\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/span><\/p>\n<hr \/>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\"><\/h2>\n<div id=\"TRNotes_n_1\">\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">New September 2003; Revised June 2014, June 2017, Revised and Renumbered from\u00a0CACI No. 3724\u00a0November 2017; Revised May 2020 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>This instruction sets forth the business errand exception to the going-and-coming rule, sometimes called the \u201cspecial errand\u201d or \u201cspecial mission\u201d exception. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sumrall v. Modern Alloys, Inc.<\/span>\u00a0(2017) 10 Cal.App.5th 961, 968, fn. 1 [216 Cal.Rptr.3d 848]; see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pierson v. Helmerich &amp; Payne Internat. Drilling Co.<\/span>\u00a0(2016) 4 Cal.App.5th 608, 632\u2013633, fn.6 [209 Cal.Rptr.3d 222]\u00a0[citing this instruction].) It may be given with\u00a0CACI No. 3720,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scope of Employment<\/span>.<\/p>\n<p>Under the going-and-coming rule, commute time is not within the scope of employment. However, if the employee is engaged in a \u201cspecial errand\u201d or a \u201cspecial mission\u201d for the employer while commuting, it will negate the going-and-coming rule and put the employee within the scope of employment. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jeewarat v. Warner Brothers Entertainment, Inc.<\/span>\u00a0(2009) 177 Cal.App.4th 427, 435\u2013436 [98 Cal.Rptr.3d 837].)<\/p>\n<p>Scope of employment ends once the employee abandons or substantially deviates from the special errand. The second paragraph sets forth factors that the jury may consider in determining whether there has been abandonment of a business errand. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi v. Marsh USA, Inc.<\/span>\u00a0(2013) 219 Cal.App.4th 886, 907 [162 Cal.Rptr.3d 280]\u00a0[opinion may be read to suggest that for the business-errand exception,\u00a0CACI No. 3723,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Substantial Deviation<\/span>, should not be given].) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_3\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018An offshoot of the doctrine of respondeat superior is the so-called \u201cgoing and coming rule.\u201d Under this rule, an employee is not regarded as acting within the scope of employment while going to or coming from the workplace.\u2009\u2026 This is based on the concept that the employment relationship is suspended from the time the employee leaves work until he or she returns, since the employee is not ordinarily rendering services to the employer while traveling.\u2009\u2026\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jeewarat, supra<\/span>, 177 Cal.App.4th at p. 435.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018The\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">special-errand<\/span>\u00a0exception to the going-and-coming rule is stated as follows: \u201cIf the employee is not simply on his way from his home to his normal place of work or returning from said place to his home for his own purpose, but is coming from his home or returning to it on a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">special errand<\/span>\u00a0either as part of his regular duties or at a specific order or request of his employer, the employee is considered to be in the scope of his employment from the time that he starts on the errand until he has returned or until he deviates therefrom for personal reasons.\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi, supra<\/span>, 219 Cal.App.4th at p. 906, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhen an employee is engaged in a \u2018special errand\u2019 or a \u2018special mission\u2019 for the employer it will negate the \u2018going and coming rule.\u2019 \u2026 The employer is \u2018liable for torts committed by its employee while traveling to accomplish a special errand because the errand benefits the employer.\u2009\u2026\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jeewarat, supra<\/span>, 177 Cal.App.4th at p. 436, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe term \u2018special errand\u2019 is something of a misnomer because it implies that the employer must make a specific request for a particular errand. However, the \u2018special errand\u2019 can also be part of the employee\u2019s regular duties. Thus, we have chosen to use the term \u2018business errand\u2019 throughout this opinion, as it is more precise and descriptive.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sumrall, supra,<\/span>\u00a010 Cal.App.5th at p. 968 fn.1, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he jury\u2019s instruction on the business errand exception explains it concisely:\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sumrall, supra,<\/span>\u00a010 Cal.App.5th at p. 969, quoting this instruction.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIt is not necessary that the employee is directly engaged in his job duties; included also are errands that incidentally or indirectly benefit the employer. It is essential, however, that the errand be either part of the employee\u2019s regular duties or undertaken at the specific request of the employer.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morales-Simental v. Genentech, Inc.<\/span>\u00a0(2017) 16 Cal.App.5th 445, 452\u2013453 [224 Cal.Rptr.3d 319], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he mere fact that a trip may be related to an employee\u2019s job does not impose liability on the employer.\u2009\u2026 [T]o bring an employee\u2019s trip within the special errand exception, the employer must request or at least expect it of the employee.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morales-Simental<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 16 Cal.App.5th at p. 455, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Plaintiffs] assert that [employee], as a supervisorial employee tasked with hiring, had authority to act on [employer]\u2019s behalf and, in essence, request himself to complete a special errand connected to that task. This argument finds no support in the extensive body of going and coming case law, and we decline plaintiffs\u2019 invitation to expand the special errand exception in the manner they suggest. What they propose is an invitation to self-serving pretense by anyone with a plausible claim to supervisorial authority.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morales-Simental<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 16 Cal.App.5th at p. 456.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]n determining whether an employee has completely abandoned pursuit of a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">business errand<\/span>\u00a0for pursuit of a personal objective, a variety of relevant circumstances should be considered and weighed. Such factors may include [(1)] the intent of the employee, [(2)] the nature, time and place of the employee\u2019s conduct, [(3)] the work the employee was hired to do, [(4)] the incidental acts the employer should reasonably have expected the employee to do, [(5)] the amount of freedom allowed the employee in performing his duties, and [(6)] the amount of time consumed in the personal activity.\u2009\u2026 While the question of whether an employee has departed from his\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">special errand<\/span>\u00a0is normally one of fact for the jury, where the evidence clearly shows a complete abandonment, the court may make the determination that the employee is outside the scope of his employment as a matter of law.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi, supra<\/span>, 219 Cal.App.4th at p. 907, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cSeveral general examples of the special-errand exception appear in the cases. One would be where an employee goes on a business errand for his employer leaving from his workplace and returning to his workplace. Generally, the employee is acting within the scope of his employment while traveling to the location of the errand and returning to his place of work. The exception also may be applicable to the employee who is called to work to perform a special task for the employer at an irregular time. The employee is within the scope of his employment during the entire trip from his home to work and back to his home. The exception is further applicable where the employer asks an employee to perform a special errand after the employee leaves work but before going home. In this case, as in the other examples, the employee is normally within the scope of his employment while traveling to the special errand and while traveling home from the special errand.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Felix v. Asai<\/span>\u00a0(1987) 192 Cal.App.3d 926, 931\u2013932 [237 Cal.Rptr. 718], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cPlaintiffs contend an employee\u2019s attendance at an out-of-town business conference authorized and paid for by the employer may be a special errand for the benefit of the employer under the special errand doctrine. [Defendant] asserts that the special errand doctrine does not apply to commercial travel. We conclude that a special errand may include commercial travel such as the business trip in this case.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jeewarat, supra<\/span>, 177 Cal.App.4th at p. 436.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAn employee who has gone upon a special errand does not cease to be acting in the course of his employment upon his accomplishment of the task for which he was sent. He is in the course of his employment during the entire trip.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Trejo v. Maciel<\/span>\u00a0(1966) 239 Cal.App.2d 487, 495 [48 Cal.Rptr. 765].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhether the transit is part of the employment relationship tends to be a more subtle issue than whether the transit was between home and work.\u2009\u2026 \u2018These are the extraordinary transits that vary from the norm because the employer requires a special, different transit, means of transit, or use of a car, for some particular reason of his own. When the employer gains that kind of a particular advantage, the job does more than call for routine transport to it; it plays a different role, bestowing a special benefit upon the employer by reason of the extraordinary circumstances. The employer\u2019s special request, his imposition of an unusual condition, removes the transit from the employee\u2019s choice or convenience and places it within the ambit of the employer\u2019s choice or convenience, restoring the employer-employee relationship.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Zhu v. Workers\u2019 Comp. Appeals Bd.<\/span>\u00a0(2017) 12 Cal.App.5th 1031, 1038\u20131039 [219 Cal.Rptr.3d 630].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]here an employee is required by the employment to work at both the employer\u2019s premises and at home, he is in the course of employment while traveling between the employer\u2019s premises and home.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Zhu<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 12 Cal.App.5th at p. 1040.) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u00a7\u2009192\u2013195<\/div>\n<div>Finley, California Summary Judgment and Related Termination Motions \u00a7\u20091:1 et seq. (The Rutter Group)<\/div>\n<div>2 Levy et al.,\u00a0California Torts, Ch. 20,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Motor Vehicles<\/span>, \u00a7\u200920.42[3]\u00a0(Matthew Bender)<\/div>\n<div>2\u00a0California Employment Law, Ch. 30,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employers\u2019 Tort Liability to Third Parties for Conduct of Employees<\/span>, \u00a7\u200930.05\u00a0(Matthew Bender)<\/div>\n<div>21\u00a0California Forms of Pleading and Practice, Ch. 248,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer\u2019s Liability for Employee\u2019s Torts<\/span>, \u00a7\u00a7\u2009248.11,\u00a0248.16\u00a0(Matthew Bender)<\/div>\n<div>37\u00a0California Forms of Pleading and Practice, Ch. 427,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Principal and Agent<\/span>, \u00a7\u2009427.22\u00a0(Matthew Bender)<\/div>\n<div>10\u00a0California Points and Authorities, Ch. 100A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer and Employee: Respondeat Superior<\/span>, \u00a7\u2009100A.28 et seq.\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Torts \u00a7\u20093:10 (Thomson Reuters)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-7nrlic-3e01edfc1609d6222ec11820dafabbbb hr-default  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-5nc01w-5ef2bf7535e922a449bba071d8bde2e2\">\n#top .av_textblock_section.av-5nc01w-5ef2bf7535e922a449bba071d8bde2e2 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5nc01w-5ef2bf7535e922a449bba071d8bde2e2 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1988","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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