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When are you likely to recover damages for a slip-and-fall injury?

8/5/2008

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The crucial element in proving a slip-and-fall case is demonstrating that the owner or other entity responsible for maintaining the property on which you slipped and fell was negligent in maintaining his/her property in a reasonably safe way.

Generally, if you are a customer on a property (for instance, if you are shopping at a store), the owner of that business has a higher duty to protect you not only from the conditions that the owner knew of but also the ones that he had a reason to know of. In other words, if a reasonable business owner would have known of a certain dangerous condition and would have taken steps to prevent it or fix it, but the property owner in your incident failed to do so, you are likely to be entitled to a recovery.

Let’s compare and contrast two different slip-and-fall scenarios, one of which is likely to give rise to the property owner’s liability for an injury, while in the other case the injured person is unlikely to prevail in his/her case against the property owner:

1. John goes into a pharmacy store in San Francisco and while trying to pick out a shampoo in the hair-products isle, he slips and falls on a spilled hair lotion. The investigation shows that the lotion was spilled when the store’s employee was unpacking and placing the hair product on the shelf and that employee didn’t thoroughly clean the area before leaving and didn’t put a warning sign in that area as often required. Under these circumstances, John has a good chance to win his slip-and-fall case against the store, because it was ultimately the store’s responsibility to maintain the shopping area in a safe manner and the store’s employee was negligent by failing to maintain the safe conditions in the store or warn customers against a dangerous condition.

2. Brad goes into a grocery store and while walking through the magazines isle, slips and falls on blueberry jam that was spilled by a customer 5 minutes before the incident. The investigation reveals that the store has a strict policy of having its employee walk through the store and inspect the floor and the shelves every hour. Under this circumstances, Brad will have a hard time to recover for his slip-and-fall injuries. First, the store owner didn’t create the dangerous condition; one of the customers did. Secondly and even more importantly, the store was probably not negligent because it did what a reasonable person would have done to maintain its property by requiring frequent and periodic inspections throughout the store. Arkady Itkin, Esq.   

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Law Office of Arkady Itkin - San Francisco & Sacramento Injury and Employment Lawyer
We represent employees and employers in employment and wrongful termination cases, as well as victims of serious injuries in San Francisco, Oakland, Sacramento, San Jose, Palo Alto, San Mateo and throughout Northern California. We all represent businesses and start-ups in a wide range of business and employment issues and disputes. 


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  • Home
  • Employment Law
    • Wrongful Termination >
      • At-Will Employment
      • Termination After Unfair Warnings and Write-Ups
      • Union Grievance, Workers Comp and Wrongful Termination
      • Labor Code 970 Claims
      • Promissory Estoppel and Employment Contracts
      • Implied Contract Claims
    • Discrimination >
      • Proving Discrimination
      • Age Discrimination
      • Disability Discrimination >
        • Protected Disabilities
        • Medical Leave / Disability Accommodations
        • Job Reassignment As A Disability Accommodation
        • SSI Disability Benefits and Your Court Case
        • Sample Request for Reasonable Accommodation
      • Pregnancy Discrimination
      • Race Discrimination
      • Sample Discrimination Complaint
      • DFEH and EEOC Investigations
    • Retaliation >
      • How to Prove Retaliation
      • Dealing with Retaliation While Still Employed
      • Retaliation for Complaining
      • Whistleblower Retaliation
    • Harassment
    • Defamation at Workplace
    • Prof. License Defense
    • Leaves of Absence >
      • Medical Leave as Reasonable Accommodation
      • FMLA Entitlement and Reinstatement to Work
      • CFRA Leave
      • Employers' FMLA Notice Obligations
      • Paternity Leave (FMLA)
      • Sample FMLA Leave Request
    • Wages / Overtime Claims >
      • Wage Claims
      • Employee or Contractor
      • Exempt / Non-Exempt >
        • Admistrative Exemption
        • IT Support Specialists Compensation
        • Computer Professional Exemption from Overtime
        • Recruiters / Account Executives Exemption
        • Complaining About Being Misclassified
      • Vacation Pay / PTO
      • On-Call Time Compensation
      • Deductions fr. Commissions
    • Unempl. Benefits Appeals >
      • Tips for EDD Phone Interview
      • Unemployment Benefits Appeal Hearing Representation
      • CUIAB Hearing Tips
    • Employment Law Blog
    • For Employers
  • Personal Injury
    • Five Tips For Injury Cases
    • Slip-and-Fall Injuries
    • Assault and Battery
    • Recorded Statements
    • Repairing Your Vehicle
    • Unpaid Medical Bills
    • Injury Law Blog
    • Medical Malpractice
    • Police Excessive Force
  • Practice Areas
  • About
  • Results
  • Submit Case
  • Contact
  • Resources
    • Consultations
    • Workplace Rights Checklist
    • Deposition Tips
    • Mediation Tips
    • Effective Mediator
    • Suing Current Employer
    • Severance Agreements
    • Workplace Investigation
    • Arbitration
    • Statutes of Limitations
    • Healthy Litigation Mindset
    • Trial Tips
    • Working Remotely
    • How To Find The Right Lawyer For Your Case