在圣盖博谷（SGV），无论是员工还是顾客，在商业场所都应享有基本的安全保障。然而，当雇主雇佣或留用一名明知有暴力前科的人员时，他们就埋下了一个危险的“定时炸弹”。由邓洪律师（Daniel Deng）领军的邓洪律师事务所，致力于为遭遇殴打（Assault and Battery）的受害者提供“无畏的辩护”。在 2026 年，加州法律非常明确：雇主如果疏于背景调查或监管，即是对公众安全的直接失职。

什么是“疏忽雇佣与监管”？

不同于一般的“职务行为”赔偿，疏忽雇佣（Negligent Hiring）、监管（Supervision）或留用（Retention）属于雇主的直接过失。根据加州民事陪审团指令（CACI）第 426 条，如果雇主知道或理应知道某员工不称职且存在伤害他人的风险，但仍选择雇佣或留用该员工，则雇主必须承担责任。

如何证明雇主的过失？

在 2026 年的法律环境下，我们通常从以下三个维度进行取证：

1. 背景调查缺失： 某些行业（如网约车、物流、安保）法律强制要求背景调查。如果雇主跳过这一步，即构成法律过失。
2. 忽视举报： 根据加州《劳工法》第 6401.9 条，雇主必须记录所有“暴力威胁”。如果已有员工举报过某人的攻击性行为，而雇主未采取行动，这便是最有力的证据。
3. 监管不力： 明知员工有情绪问题或暴力倾向，却未对其进行必要的监督或调离岗位。

职场暴力：突破“劳工保险”的限制

大公司的法律团队常辩称职场暴力属于“劳工保险（Workers' Comp）”的范畴，以此限制赔偿额。邓洪律师事务所作为您的“法律之盾”，会坚定地指出：暴力袭击不属于正常的业务范畴。这意味着受害者可以绕过劳工保险的限制，直接起诉雇主，争取包括精神痛苦和惩罚性赔偿在内的全额补偿。

邓洪律师事务所：您的正义桥梁

我们提供“无畏的辩护”。我们深知在华人社区，很多受害者在遭遇暴力后可能感到恐惧或自认倒霉。

• 母语优势： 我们用您的母语解析 2026 年最新的《职场暴力预防计划》要求。
• 深度调查： 我们会调取雇主内部的“暴力事件日志”和人事档案，寻找他们失职的铁证。
• 捍卫尊严： “为社区争取公正”是我们的核心使命。当雇主的自私导致了悲剧，我们将为您据理力争。

不要让雇主的疏忽毁掉您的安全感。如果您遭遇了职场暴力，请联系邓洪律师。

法律声明： 以上内容仅供教育参考，不构成律师与客户之间的代理关系。证明疏忽雇佣需要复杂的证据调取程序。

Fighting Negligent Hiring: Holding Employers Accountable for Workplace Violence

In the San Gabriel Valley, employees and customers alike deserve to feel safe in their places of business. However, when an employer hires or retains an individual with a known history of violence, they create a ticking time bomb. At Deng Law Center, led by Daniel Deng, we provide a "Fearless Defense" for victims of assault and battery. In 2026, California law is clearer than ever: an employer’s failure to conduct due diligence is a direct breach of their duty to the public.

What is Negligent Hiring and Supervision?

Unlike "Vicarious Liability" (where an employer is responsible for an employee’s actions within the scope of work), Negligent Hiring, Supervision, and Retention are claims of direct negligence. Under California Civil Jury Instruction (CACI) No. 426, an employer is liable if they knew or should have known that an employee was unfit or incompetent, and that unfitness created a particular risk of harm to others.

Proving Employer Knowledge in 2026

To win a high-stakes case, we must prove the employer had "actual or constructive knowledge" of the danger. This often involves:

• Background Check Failures: In 2026, California law requires specific background checks for industries like transportation (taxis/limos) and healthcare. Failure to perform these is evidence of negligence.
• Ignored Warnings: If a coworker or customer reported a "threat of violence" as defined by Labor Code § 6401.9, and the employer failed to investigate or record the incident in their mandatory Violent Incident Log, they are exposed to significant liability.
• Inadequate Supervision: Failing to monitor an employee who has shown aggressive tendencies in the past.

Assault and Battery: Beyond Workers' Comp

A common tactic used by corporate defense teams is to claim that a workplace assault is covered exclusively by Workers' Compensation. At Deng Law Center, we serve as your "Shield" against this. Because assault and battery are generally considered outside the "normal business routine," victims can often bypass the limitations of Workers' Comp to seek full compensatory damages, including pain and suffering and punitive damages.

Why Choose Deng Law Center?

We are "Protective & Bold." We understand the nuances of 2026 workplace safety mandates, including the requirement for employers to maintain a Workplace Violence Prevention Plan. We speak your language and act as your bridge to a fair trial. When an employer’s greed or laziness leads to a violent encounter, we ensure the "Voice of the People" is heard and that justice is delivered.

Legal Disclaimer: Information provided is for educational purposes and does not constitute an attorney-client relationship. Proving negligent hiring requires extensive discovery of personnel files and internal records.