Historically, this doctrine was applied in master–servant and employer–employee relationships. When an employee or a servant commits a civil wrong against a third party, the employer or master could be liable for the acts of the servant or employee when those acts are committed within the scope of the relationship. The third party could proceed against the servant and master, that is, the employee and employer. The action against the employee would be based on his conduct. The action against the employer is based on the theory of vicarious liability, wherein a party can be held liable for the acts of a different party.