Opinion ID: 1452702
Heading Depth: 1
Heading Rank: 6

Heading: Negligent training, supervision, and retention

Text: Hall also alleged that SSF failed to use reasonable care in training, supervising, and retaining Handka. In Nevada, a proprietor owes a general duty to use reasonable care to keep the premises in a reasonably safe condition for use. Moody v. Manny's Auto Repair, 110 Nev. 320, 331-33, 871 P.2d 935, 942-43 (1994). As is the case in hiring an employee, the employer has a duty to use reasonable care in the training, supervision, and retention of his or her employees to make sure that the employees are fit for their positions. See 27 Am.Jur.2d Employment Relationship §§ 475-76 (1996). Hall tried to question Handka regarding five other fights that Handka had been in, but the judge sustained opposing counsel's objection on the ground that the question called for improper character evidence and did not let Handka answer the question. We conclude that such a ruling was manifestly wrong because while the evidence might have been improper character evidence regarding the issue of whether Handka tortiously hit Hall, it was certainly relevant on the issue of negligent training, supervision, and retention. Handka's testimony regarding when and where the fights occurred would have provided the district judge with information needed to determine whether SSF was aware of Handka's actions and whether SSF had acted negligently in training, supervising, and retaining Handka. Therefore, the case must be remanded for a new trial on the issues of negligent training, supervision, and retention, the district judge must permit testimony regarding Handka's prior fights, and the district judge must consider such evidence when determining whether SSF acted negligently in training, supervising, and retaining Handka.