SlumpBuster
Cornerback
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Beyond a reasonable doubt is probably the wrong phrase (wasn't meaning to imply the same requirement as a guilty verdict), but unless the employer was willfully negligent "suing for millions and putting the daycare out of business" is not usually the outcome. Usually if the employer finds out, acts promptly and fires the person immediately and had no reason to anticipate this person's actions beforehand there is a much smaller amount that is often settled for, usually by insurance. Maybe that makes sense.Pretty sure this isn’t true - I’m not a lawyer in Nebraska but “beyond a reasonable doubt” is rarely (if ever?) the standard in civil matters. Employers are often liable for their employee’s actions when it’s not a frolick/detour - there may be specific requirements for child care or day care in Nebraska - no idea - but I would absolutely talk to a lawyer about a civil action.
Hard to not call this a frolic anyway unless you think you can make a case that the employer was acting within their duties (seems like a stretch). I could see that argument if it was an accident that happened while an employee was taking care of a child, but not an intentional act pretty clearly outside the appropriate actions of their job.
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