Defendant Jarrod Cooney (Cooney), a shift manager at a 7-Eleven in Bellmawr, left the store mid-shift in his own car to pick up a pizza for himself and a coworker. On his way back to the store, he caused a car accident, injuring Plaintiff Alex Seccia. 7-Elevenโs posted rules prohibited employees from leaving the store during their shift and paid them for โa straight [eight] hours.โ Employees, including Cooney, remained clocked in for eight hours, including their thirty-minute break, and ate their lunch in the store. Cooney claimed he had his bossโ permission; the boss denied it. Seccia sued Cooney and 7-Eleven, alleging Cooney was in the scope of his employment for which 7-Eleven was vicariously liable. The issue in Seccia v. Cooney, 2026 N.J. Super. Unpub. LEXIS 1663 (App. Div. July 22, 2026) was whether Cooneyโs pizza run was within the scope of his employment with 7-Eleven.
After discovery, Seccia settled with Cooney, but continued to pursue his claim against 7-Eleven. However, 7-Eleven moved for summary judgment, arguing that by leaving the store in direct violation of store rules, he was not acting within the scope of his employment and for which 7-Eleven could not be vicariously liable. The trial court agreed, and dismissed Secciaโs complaint against 7-Eleven. Seccia appealed.
Vicarious liability, also known as the doctrine of respondeat superior, holds an employer liable for its employeeโs negligence based on the idea that an employee is the agent of and acts on behalf of their employer. It follows that an employer can be found liable for the negligence of its employee if, at the time of the accident, the employee was acting within the scope of their employment. The key focus of the respondeat superior standard is on the relationship between the employeeโs job responsibilities and the alleged negligent conduct. Thus, an employer will not be liable for the employeeโs conduct that occurs beyond the scope of the employment.
Under New Jersey law, an employee who is โgoing toโ or โcoming fromโ their job is not considered to be acting within the scope of their employment. However, in contrast, under the โdual purposeโ rule, an employer can be liable where the employeeโs personal affairs are also in furtherance of the employerโs business interests. The determining factor is whether the employer has control over the employeeโs actions, meaning an employeeโs travels to or from the workplace, regardless of whether their coming or going is in the beginning, middle, or end of the work day, the critical factor is whether the employer controls their travel. Such exceptions that indicate the type of control for which the courts will find an employer liable for its employeeโs conduct is if the employee is running a special errand for the employer or when the employer requires the employee to use their own vehicle for such an errand.
On appeal, Seccia argued that the trial court misapplied the โgoing toโ and โcoming fromโ rule, for which Cooney was acting in the scope of his employment. Seccia argued that this only applied to employees commuting to and from the workplace both before and after the dayโs work, but any mid-shift travel during the workday is distinct and for which the employer can be responsible. Further, because the summary judgment standard assumes issues of fact in the non-moving partyโs favor, he had his bossโ permission to go get pizza and, as a result, 7-Eleven must be bound to his negligent conduct. The Appellate Division disagreed. It found that Cooneyโs actions, even though done mid-shift, were outside of the scope of his employment because driving to pick up a pizza was โdifferent in kindโ from his authorized role as a 7-Eleven manager. Nor did his actions serve a โdual purposeโ of both his and 7-Elevenโs interests. Finally, nothing in Cooneyโs leaving 7-Eleven to get a pizza land outside of the โgoing toโ and โcoming fromโ rule. Cooneyโs boss, though he may have authorized the trip, did not send Cooney to get the pizza, nor did he require Cooney use his own vehicle, thereby lacking any control over Cooneyโs excursion or make it a special errand or a task done for a palpable benefit of the employer but Cooneyโs own benefit in order for 7-Eleven to be vicariously liable for Secciaโs injuries.
The Courtโs holding emphasizes that the โgoing toโ and โcoming fromโ rule applies wholly independent of when the travel occurs during the workday, placing the focus on the interaction between the employer and its control of the employeeโs conduct and whether the employer yields some tangible benefit from the employeeโs travel.