Michael P. Stuermer, a Partner at the law firm of Lipsitz Green Scime Cambria, recently obtained an $825,000 settlement on behalf of a pedestrian who was injured as the result of being struck by the vehicle of a distracted driver.
The following provides an overview of distracted driving, details on the accident and injuries in this case, information on the result obtained for the injured pedestrian, and who to contact for a free case review if you suspect you have been the victim of an injury caused by a distracted driver.
Distracted Driving Epidemic
The National Highway Traffic Safety Administration (NHTSA) describes distracted driving simply as any activity that diverts attention from driving. Such activities commonly include texting on a phone, eating & drinking, talking to passengers in the car, and adjusting a car’s entertainment or navigation system.
According to a recent NHTSA report, in 2015, 391,000 individuals from across the United States suffered some form of injury from a motor vehicle accident that involved distracted driving. An additional 3,477 were killed in distracted driving crashes.
Pedestrians Impacted by Distracted Driving
The consequences of distracted driving go beyond the drivers and passengers of vehicles. In 2016, 562 non-occupants such as walkers, bicyclists, and other pedestrians, were killed in distracted driving related accidents.
New York State’s 2019 Budget, which was signed in to law this past April, includes legislation that requires every employer in New York State, within both the private sector and public sector, to establish a sexual harassment prevention policy and to provide employees with sexual harassment prevention training.
As detailed in our previous Special Alert, New York State’s Department of Labor and Division of Human Rights have issued a model sexual harassment prevention policy and model training program. Once finalized, those models will establish a minimum standard for all employers in New York State to follow or incorporate in to their own policy and training program.
While the Department of Labor and Division of Human Rights have not yet issued final requirements, employers can use the models to begin to prepare to comply with the sexual harassment prevention policy and training legislation.
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