{"id":1240,"date":"2021-10-25T03:50:49","date_gmt":"2021-10-25T03:50:49","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1240"},"modified":"2022-05-05T16:47:28","modified_gmt":"2022-05-05T16:47:28","slug":"caci-2403-breach-of-employment-contract-unspecified-term-implied-in-fact-promise-not-to-discharge-without-good-cause","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2403-breach-of-employment-contract-unspecified-term-implied-in-fact-promise-not-to-discharge-without-good-cause\/","title":{"rendered":"CACI 2403 Breach of Employment Contract\u2014Unspecified Term\u2014Implied-in-Fact Promise Not to Discharge Without Good Cause"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kum923z1-959a2107880092fc6ae504caa8c70b5e\">\n#top .av-special-heading.av-kum923z1-959a2107880092fc6ae504caa8c70b5e{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kum923z1-959a2107880092fc6ae504caa8c70b5e .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kum923z1-959a2107880092fc6ae504caa8c70b5e .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kum923z1-959a2107880092fc6ae504caa8c70b5e av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 2403 Breach of Employment Contract\u2014Unspecified Term\u2014Implied-in-Fact Promise Not to Discharge Without Good Cause<\/h1><div class='av-subheading av-subheading_below'><p>California Civil Jury Instructions CACI<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  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0px;\n}\n<\/style>\n<div  class='avia_search_element av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7  avia-builder-el-2  el_after_av_hr  el_before_av_textblock '><search><form action='https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/' id='searchform_element' method='get' class='' data-element_id='av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CACI' aria-label='Search CACI' class='av-input-field ' required \/><div class='av_searchsubmit_wrapper '><input type='submit' value='Find' id='searchsubmit' class='button ' title='View results on search page' aria-label='View results on search page' \/><\/div><input type='hidden' name='numberposts' value='8' \/><input type='hidden' name='post_type' value='page' \/><input type='hidden' name='results_hide_fields' value='post_titles,meta,image' \/><\/div><\/form><\/search><\/div>\n<section  class='av_textblock_section av-av_textblock-e878f05c31dff72941bf1e49a00d9ff5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kum9374k-4794256053f43399daa9af11a50db398\">\n#top .av_textblock_section.av-kum9374k-4794256053f43399daa9af11a50db398 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kum9374k-4794256053f43399daa9af11a50db398 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2403\u00a0Breach of Employment Contract\u2014Unspecified Term\u2014Implied-in-Fact Promise Not to Discharge Without Good Cause<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">An employer promises to [discharge\/demote] an employee only for good cause if it is reasonable for an employee to conclude, from the employer\u2019s words or conduct, that the employee will be [discharged\/demoted] only for good cause.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In deciding whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] promised to [discharge\/demote] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] only for good cause, you may consider, among other factors, the following:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(a)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s personnel policies [and\/or] practices;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(b)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s length of service;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(c)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Any raises, commendations, positive evaluations, and promotions received by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]; [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(d)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] said or did anything to assure [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] of continued employment; [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(e)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Insert other relevant factor(s).<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Length of service, raises, and promotions by themselves are not enough to imply such a promise, although they are factors for you to consider. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\"><\/h2>\n<div id=\"TRNotes_n_1\">\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">New September 2003; Revised April 2009, June 2013, May 2020 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>This instruction should be read when an employee is basing the claim of wrongful discharge on an implied covenant not to terminate except for good cause. Only those factors that apply to the facts of the particular case should be read.<\/p>\n<p>In certain cases, it may be necessary to instruct the jury that if it finds there is an at-will provision in an express written agreement, there may not be an implied agreement to the contrary. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Faigin v. Signature Group Holdings, Inc.<\/span>\u00a0(2012) 211 Cal.App.4th 726, 739 [150 Cal.Rptr.3d 123]\u00a0[there cannot be a valid express contract and an implied contract, each embracing the same subject, but requiring different results].) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_3\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Express and Implied Contracts.\u00a0Civil Code sections 1619\u20131621.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cLabor Code section 2922\u00a0establishes a statutory presumption of at-will employment. However, an employer and an employee are free to depart from the statutory presumption and specify that the employee will be terminated only for good cause, either by an express, or an implied, contractual agreement.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stillwell v. The Salvation Army<\/span>\u00a0(2008) 167 Cal.App.4th 360, 380 [84 Cal.Rptr.3d 111], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[M]ost cases applying California law \u2026 have held that an at-will provision in an\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">express written agreement<\/span>, signed by the employee,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">cannot<\/span>\u00a0be overcome by proof of an implied contrary understanding.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz v. Bechtel National, Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 340 fn. 10 [100 Cal.Rptr.2d 352, 8 P.3d 1089], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhere there is no express agreement, the issue is whether other evidence of the parties\u2019 conduct has a \u2018tendency in reason\u2019 to demonstrate the existence of an actual mutual understanding on particular terms and conditions of employment. If such evidence logically permits conflicting inferences, a question of fact is presented.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz, supra<\/span>, 24 Cal.4th at p. 337, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe question whether such an implied-in-fact agreement [to termination only for cause] exists is a factual question for the trier of fact unless the undisputed facts can support only one reasonable conclusion.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Faigin, supra<\/span>, 211 Cal.App.4th at p. 739.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn the employment context, factors apart from consideration and express terms may be used to ascertain the existence and content of an employment agreement, including \u2018the personnel policies or practices of the employer, the employee\u2019s longevity of service, actions or communications by the employer reflecting assurances of continued employment, and the practices of the industry in which the employee is engaged.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Foley v. Interactive Data Corp.<\/span>\u00a0(1988) 47 Cal.3d 654, 680 [254 Cal.Rptr. 211, 765 P.2d 373], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employee\u2019s\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">mere<\/span>\u00a0passage of time in the employer\u2019s service, even where marked with tangible indicia that the employer approves the employee\u2019s work, cannot\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">alone<\/span>\u00a0form an implied-in-fact contract that the employee is no longer at will. Absent other evidence of the employer\u2019s intent, longevity, raises and promotions are their own rewards for the employee\u2019s continuing valued service; they do not,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">in and of themselves<\/span>, additionally constitute a contractual guarantee of future employment security.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz v. Bechtel National, Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 341\u2013342 [100 Cal.Rptr.2d 352, 8 P.3d 1089], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe agree that disclaimer language in an employee handbook or policy manual does not necessarily mean an employee is employed at will. But even if a handbook disclaimer is not controlling in every case, neither can such a provision be ignored in determining whether the parties\u2019 conduct was intended, and reasonably understood, to create binding limits on an employer\u2019s statutory right to terminate the relationship at will. Like any direct expression of employer intent, communicated to employees and intended to apply to them, such language must be taken into account, along with all other pertinent evidence, in ascertaining the terms on which a worker was employed.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz, supra<\/span>, 24 Cal.4th at p. 340, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cConceptually, there is no rational reason why an employer\u2019s policy that its employees will not be demoted except for good cause, like a policy restricting termination or providing for severance pay, cannot become an implied term of an employment contract. In each of these instances, an employer promises to confer a significant benefit on the employee, and it is a question of fact whether that promise was reasonably understood by the employee to create a contractual obligation.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scott v. Pac. Gas &amp; Elec. Co.<\/span>\u00a0(1995) 11 Cal.4th 454, 464 [46 Cal.Rptr.2d 427, 904 P.2d 834].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Employer] retained the right to terminate [employee] for any lawful reason. Thus,\u2009\u2026 the fact that [employer] was obligated to pay compensation if it terminated [employee] for reasons other than his misconduct did not convert an otherwise at-will agreement into a for-cause agreement.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Popescu v. Apple Inc.<\/span>\u00a0(2016) 1 Cal.App.5th 39, 59 [204 Cal.Rptr.3d 302].) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u00a7\u2009246, 250, 251<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 4-B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Agreements Limiting At-Will Termination<\/span>, \u00b6\u00b6\u20094:81, 4:105, 4:112 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Contract Actions, \u00a7\u00a7\u20098.6\u20138.16<\/div>\n<div>4\u00a0Wilcox, California Employment Law, Ch. 60,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Liability for Wrongful Termination and Discipline<\/span>, \u00a7\u200960.05[2][a]\u2013[e]\u00a0(Matthew Bender)<\/div>\n<div>21\u00a0California Forms of Pleading and Practice, Ch. 249,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employment Law: Termination and Discipline<\/span>, \u00a7\u00a7\u2009249.01,\u00a0249.13,\u00a0249.15,\u00a0249.50\u00a0(Matthew Bender)<\/div>\n<div>10\u00a0California Points and Authorities, Ch. 100,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer and Employee: Wrongful Termination and Discipline<\/span>, \u00a7\u00a7\u2009100.21,\u00a0100.22,\u00a0100.25\u2013100.27,\u00a0100.29,\u00a0100.34\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u00a7\u20096:14\u20136:16 (Thomson Reuters)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-71hbrc-7d84da3ab70256ad94d934e239cc2e2e hr-default  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-myprc-535b5518a4283587e7744b96f8a51392\">\n#top .av_textblock_section.av-myprc-535b5518a4283587e7744b96f8a51392 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-myprc-535b5518a4283587e7744b96f8a51392 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1240","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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