What is the liability of an employer when an employed person appoints a substitute to complete their work without the employer’s knowledge?

The correct response emphasizes the principle of agency and the limits of an employee’s authority. In general, an employee has a duty to fulfill their responsibilities personally unless they are specifically authorized by the employer to delegate these tasks. If an employee appoints a substitute without the employer's knowledge or consent, that act infringes upon the employer's control over the work being performed.

In such a scenario, the employee's decision to delegate their responsibilities constitutes a breach of their duty to the employer. Since this delegation occurs without permission, the responsibility for the substitute's actions falls primarily on the employee who made the decision to appoint them, rather than on the employer. The employer has not approved the substitute or the manner in which the work is completed, which further distances their liability from the situation.

As for the other options, they imply liability on the employer or establish a different relationship of responsibility that does not align with agency principles. When the employee alone creates a delegation situation without the employer's knowledge, they bear the responsibility for any actions taken by the substitute. This reinforces the importance of the employee's authority and accountability in the agency relationship.