{"id":2000,"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=2000"},"modified":"2021-10-25T03:54:37","modified_gmt":"2021-10-25T03:54:37","slug":"caci-3706-special-employment-lending-employer-denies-responsibility-for-workers-acts","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-3706-special-employment-lending-employer-denies-responsibility-for-workers-acts\/","title":{"rendered":"CACI 3706 Special Employment\u2014Lending Employer Denies Responsibility for Worker\u2019s Acts"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-1luayo-e2fcf8995a051faec018e610cc3c3bbb\">\n#top .av-special-heading.av-1luayo-e2fcf8995a051faec018e610cc3c3bbb{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-1luayo-e2fcf8995a051faec018e610cc3c3bbb .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-1luayo-e2fcf8995a051faec018e610cc3c3bbb .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-1luayo-e2fcf8995a051faec018e610cc3c3bbb av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_section  avia-builder-el-no-sibling '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 3706 Special Employment\u2014Lending Employer Denies Responsibility for Worker\u2019s Acts<\/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><\/div><\/div><!-- close content main div --><\/div><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" 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data-element_id='av-bgi80w-6c2caf8cab9db83a49ff935ff1241c5b' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CACI or site ...' aria-label='Search CACI or site ...' 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<\/div><\/div><\/div><!-- close content main div --><\/div><\/div><div id='after_section_2'  class='main_color av_default_container_wrap container_wrap fullsize'  ><div class='container av-section-cont-open' ><div class='template-page content  av-content-full alpha units'><div class='post-entry post-entry-type-page post-entry-2000'><div class='entry-content-wrapper clearfix'>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-96gov4-72d7b643b878f5aaba2842ae3e551247\">\n#top .av_textblock_section.av-96gov4-72d7b643b878f5aaba2842ae3e551247 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-96gov4-72d7b643b878f5aaba2842ae3e551247 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">3706\u00a0Special Employment\u2014Lending Employer Denies Responsibility for Worker\u2019s Acts<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">When one employer sends or loans an employee to work for another employer, a special employment relationship may be created that affects the duties and responsibilities between the two employers and the employee. The arrangement may be temporary with a determined ending date or event; or it may be open-ended. In this situation, the borrowing employer is known as a \u201cspecial employer\u201d and the employee is referred to as a \u201cspecial employee.\u201d<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was the employee of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant lending employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] when the incident occurred, and that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant lending employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is therefore responsible for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s conduct. [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant lending employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was the special employee of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] when the incident occurred, and therefore [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is solely responsible for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s conduct.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In deciding whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s special employee when the incident occurred, the most important factor is whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had the right to fully control the details of the work activities of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], rather than just the right to specify the result. It does not matter whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] actually exercised the right to control.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In addition to the right to control, you must consider all the circumstances in deciding whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s special employee when the incident occurred. The following factors, if true, may tend to show that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was the special employee of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. No one factor is necessarily decisive. Do not simply count the number of applicable factors and use the larger number to make your decision. It is for you to determine the weight and importance to give to each of these additional factors based on all of the evidence.<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] supplied the equipment, tools, and place of work;<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was paid by the hour rather than by the job;<\/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 being done by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was part of the regular business of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had the right to terminate [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employment, not just the right to have [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] removed from the job site;<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was not engaged in a distinct occupation or business;<\/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 kind of work performed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is usually done under the direction of a supervisor rather than by a specialist working without supervision;<\/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\">The kind of work performed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] does not require specialized or professional skill;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(h)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The services performed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] were to be performed over a long period of time;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(i)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant lending employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] and [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] were not jointly engaged in a project of mutual interest;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(j)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], expressly or by implication, consented to the special employment with [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]; [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(k)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of worker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] and [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant borrowing employer<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] believed that they had a special employment relationship[.\/;] [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(l)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Specify any other relevant factors<\/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 2013, December 2015, December 2016 <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 is for use in \u201cspecial employment\u201d cases. Special employment arises when a worker has been loaned from one employer to another, and there is an issue as to which employer the worker should be attributed with regard to the claim in the case. The borrowing employer is called the \u201cspecial\u201d employer. The lending employer is sometimes called the \u201cgeneral\u201d employer, though use of that term may be confusing to a jury.<\/p>\n<p>The instruction as drafted is for use by the lending employer to claim that the worker should be considered as the special employee of the borrowing employer. This would be the case if the issue is which employer is responsible for the worker\u2019s tortious conduct under respondeat superior. The instruction may be modified if the claim is for injury to the worker, and the borrowing employer wants to claim the worker as its own in order to take advantage of the exclusive remedy bar of workers\u2019 compensation. This instruction is not for use by the worker to claim employment rights under the Labor Code, though many of its provisions will likely be applicable.<\/p>\n<p>In addition to the borrowing employer\u2019s control over the employee, there are a number of relevant secondary factors to use in deciding whether a special employment relationship existed. They are similar, but not identical, to the factors from the\u00a0Restatement Second of Agency, section 220\u00a0to be used in an independent contractor analysis. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State ex rel. Dept. of California Highway Patrol v. Superior Court<\/span>\u00a0(2015) 60 Cal.4th 1002, 1013\u20131014 [184 Cal.Rptr.3d 354, 343 P.3d 415];\u00a0CACI No. 3704,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Existence of \u201cEmployee\u201d Status Disputed<\/span>; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh v. Tilley Steel Co.<\/span>\u00a0(1980) 26 Cal.3d 486, 492 [162 Cal.Rptr. 320, 606 P.2d 355];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kowalski v. Shell Oil Co.<\/span>\u00a0(1979) 23 Cal.3d 168, 176\u2013177 [151 Cal.Rptr. 671, 588 P.2d 811].) In the employee-contractor context, it has been held to be error not to give the secondary factors. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bowman v. Wyatt<\/span>\u00a0(2010) 186 Cal.App.4th 286, 303\u2013304 [111 Cal.Rptr.3d 787].) <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[W]here the servants of two employers are jointly engaged in a project of mutual interest, each employee ordinarily remains the servant of his own master and does not thereby become the special employee of the other.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 26 Cal.3d at p. 493.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhen an employer\u2014the \u2018general\u2019 employer\u2014lends an employee to another employer and relinquishes to a borrowing employer all right of control over the employee\u2019s activities, a \u2018special employment\u2019 relationship arises between the borrowing employer and the employee. During this period of transferred control, the special employer becomes solely liable under the doctrine of respondeat superior for the employee\u2019s job-related torts.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh, supra<\/span>, 26 Cal.3d at p. 492.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe law of agency has long recognized that a person generally the servant of one master can become the borrowed servant of another. If the borrowed servant commits a tort while carrying out the bidding of the borrower, vicarious liability attaches to the borrower and not to the general master.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Societa per\u00a0<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Azioni de Navigazione Italia v. City of Los Angeles<\/span>\u00a0(1982) 31 Cal.3d 446, 455\u2013456 [183 Cal.Rptr. 51, 645 P.2d 102], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cLiability in borrowed servant cases involves the exact public policy considerations found in sole employer cases. Liability should be on the persons or firms which can best insure against the risk, which can best guard against the risk, which can most accurately predict the cost of the risk and allocate the cost directly to the consumers, thus reflecting in its prices the enterprise\u2019s true cost of doing business.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Strait v. Hale Construction Co.<\/span>\u00a0(1972) 26 Cal.App.3d 941, 949 [103 Cal.Rptr. 487].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn determining whether a special employment relationship exists, the primary consideration is whether the special employer has \u2018\u2009\u201c[t]he right to control and direct the activities of the alleged employee or the manner and method in which the work is performed, whether exercised or not\u2009\u2026\u2009.\u201d\u2009\u2019 However, \u2018[whether] the right to control existed or was exercised is generally a question of fact to be resolved from the reasonable inferences to be drawn from the circumstances shown.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kowalski<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 23 Cal.3d at p. 175, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[S]pecial employment is most often resolved on the basis of \u2018reasonable\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">inferences<\/span>\u00a0to be drawn from the circumstances shown.\u2019 Where the evidence, though not in conflict, permits conflicting inferences, \u2026 \u2018\u2009\u201cthe existence or nonexistence of the special employment relationship barring the injured employee\u2019s action at law is generally a question reserved for the trier of fact.\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh, supra,<\/span>\u00a026 Cal.3d at p. 493.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]f neither the evidence nor inferences are in conflict, then the question of whether an employment relationship exists becomes a question of law which may be resolved by summary judgment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Riley v. Southwest Marine, Inc.<\/span>\u00a0(1988) 203 Cal.App.3d 1242, 1248\u20131249 [250 Cal.Rptr. 718], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe special employment relationship and its consequent imposition of liability upon the special employer flows from the borrower\u2019s power to supervise the details of the employee\u2019s work. Mere instruction by the borrower on the result to be achieved will not suffice.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh, supra,<\/span>\u00a026 Cal.3d at p. 492.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cCalifornia courts have held that evidence of the following circumstances tends to negate the existence of a special employment: The employee is (1) not paid by and cannot be discharged by the borrower, (2) a skilled worker with substantial control over operational details, (3) not engaged in the borrower\u2019s usual business, (4) employed for only a brief period of time, and (5) using tools and equipment furnished by the lending employer.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh, supra<\/span>, 26 Cal.3d at p. 492.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe common law also recognizes factors secondary to the right of control. We have looked to other considerations discussed in the Restatement of Agency to assess whether an employer-employee relationship exists. The\u00a0comments to section 227 of the Restatement Second of Agency, which covers servants lent by one master to another, note that \u2018[m]any of the factors stated in Section 220 which determine that a person is a servant are also useful in determining whether the lent servant has become the servant of the borrowing employer.\u2019 The secondary Restatement factors that we have adopted are: \u2018\u2009\u201c(a) [W]hether the one performing services is engaged in a distinct occupation or business; (b) the kind of occupation, with reference to whether, in the locality, the work is usually done under the direction of the principal or by a specialist without supervision; (c) the skill required in the particular occupation; (d) whether the principal or the worker supplies the instrumentalities, tools, and the place of work for the person doing the work; (e) the length of time for which the services are to be performed; (f) the method of payment, whether by the time or by the job; (g) whether or not the work is a part of the regular business of the principal; and (h) whether or not the parties believe they are creating the relationship of employer-employee.\u201d [Citations.]\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State ex rel. Dept. of California Highway Patrol, supra,<\/span>\u00a060 Cal.4th at pp. 1013\u20131014, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cEvidence that the alleged special employer has the power to discharge a worker \u2018is strong evidence of the existence of a special employment relationship\u2009\u2026\u2009. The payment of wages is not, however, determinative.\u2019 Other factors to be taken into consideration are \u2018the nature of the services, whether skilled or unskilled, whether the work is part of the employer\u2019s regular business, the duration of the employment period,\u2009\u2026 and who supplies the work tools.\u2019 Evidence that (1) the employee provides unskilled labor, (2) the work he performs is part of the employer\u2019s regular business, (3) the employment period is lengthy, and (4) the employer provides the tools and equipment used, tends to indicate the existence of special employment. Conversely, evidence to the contrary negates existence of a special employment relationship. [\u00b6\u00b6] In addition, consideration must be given to whether the worker consented to the employment relationship, either expressly or impliedly, and to whether the parties believed they were creating the employer-employee relationship.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kowalski, supra<\/span>, 23 Cal.3d at pp. 176\u2013178, footnotes and internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMoreover, that an alleged special employer can have an employee removed from the job site does not necessarily indicate the existence of a special employment relationship. Anyone who has the employees of an independent contractor working on his premises could, if dissatisfied with an employee, have the employee removed. Yet, the ability to do so would not make the employees of the independent contractor the special employees of the party receiving the services.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kowalski, supra<\/span>, 23 Cal.3d at p. 177 fn. 9.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">[T]he jury need not find that [the worker] remained exclusively defendant\u2019s employee in order to impose liability on defendant. Facts demonstrating the existence of a special employment relationship do not necessarily preclude a finding that a particular employee also remained under the partial control of the original employer. Where general and special employers share control of an employee\u2019s work, a \u2018dual employment\u2019 arises, and the general employer remains concurrently and simultaneously, jointly and severally liable for the employee\u2019s torts.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Marsh, supra<\/span>, 26 Cal.3d at pp. 494\u2013495.) <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\u2009179\u2013182<\/div>\n<div>1 Levy et al.,\u00a0California Torts, Ch. 8,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vicarious Liability<\/span>, \u00a7\u20098.03[2][e]\u00a0(Matthew Bender)<\/div>\n<div>51\u00a0California Forms of Pleading and Practice, Ch. 577,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Workers\u2019 Compensation<\/span>, \u00a7\u2009577.22\u00a0(Matthew Bender)<\/div>\n<div>23\u00a0California Points and Authorities, Ch. 239,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Workers\u2019 Compensation Exclusive Remedy Doctrine<\/span>, \u00a7\u2009239.28\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Torts \u00a7\u00a7\u20093:26\u20133:27 (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-7adceo-69608fadf6aaa675ff6c2cbf6eaf2b11 hr-default  avia-builder-el-5  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-jecfk-03dedd6934fbda69f9c80b46d04d82f0\">\n#top .av_textblock_section.av-jecfk-03dedd6934fbda69f9c80b46d04d82f0 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