{"id":1241,"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=1241"},"modified":"2022-05-05T16:46:40","modified_gmt":"2022-05-05T16:46:40","slug":"caci-2401-breach-of-employment-contract-unspecified-term-actual-or-constructive-discharge-essential-factual-elements","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2401-breach-of-employment-contract-unspecified-term-actual-or-constructive-discharge-essential-factual-elements\/","title":{"rendered":"CACI 2401 Breach of Employment Contract\u2014Unspecified Term\u2014Actual or Constructive Discharge\u2014Essential Factual Elements"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kum8zl0t-9a103caff5e43cfc74a6d8494c0e7547\">\n#top .av-special-heading.av-kum8zl0t-9a103caff5e43cfc74a6d8494c0e7547{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kum8zl0t-9a103caff5e43cfc74a6d8494c0e7547 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kum8zl0t-9a103caff5e43cfc74a6d8494c0e7547 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kum8zl0t-9a103caff5e43cfc74a6d8494c0e7547 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 2401 Breach of Employment Contract\u2014Unspecified Term\u2014Actual or Constructive Discharge\u2014Essential Factual Elements<\/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  avia-builder-el-1  el_after_av_heading  el_before_avia_sc_search '><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-avia_sc_search-f7f83518637509acfac1c9900b84c1e7\">\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchform_wrapper{\nborder-radius:0px 0px 0px 0px;\nborder-color:#edae44;\nbackground-color:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #s.av-input-field{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #searchsubmit{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchsubmit_wrapper{\nborder-radius:0px 0px 0px 0px;\n}\n.ajax_search_response.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7{\npadding:0px 0px 0px 0px;\nmargin:0px 0px 0px 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-kum91o9l-49262f63b72069c3ed78382e9eb1de46\">\n#top .av_textblock_section.av-kum91o9l-49262f63b72069c3ed78382e9eb1de46 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kum91o9l-49262f63b72069c3ed78382e9eb1de46 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2401\u00a0Breach of Employment Contract\u2014Unspecified Term\u2014Actual or Constructive Discharge\u2014Essential Factual Elements<\/h2>\n<hr \/>\n<p><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\">] claims that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] breached their employment contract [by forcing [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] to resign]. To establish this claim, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove all of the following:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">1.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] and [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] entered into an employment relationship. [An employment contract or a provision in an employment contract may be [written or oral\/partly written and partly oral\/created by the conduct of the parties]];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">2.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] promised, by words or conduct, to discharge [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify the nature of the alleged agreement, e.g., only for good cause<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">3.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] substantially performed [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] job duties [unless [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s performance was excused [or prevented]];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">4.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [constructively] discharged [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., without good cause<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">5.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was harmed; and<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">6.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s breach of contract was a substantial factor in causing [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s harm. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/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 November 2018 <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>Element 3 on substantial performance should not be confused with the \u201cgood cause\u201d defense: \u201cThe action is primarily for breach of contract. It was therefore incumbent upon plaintiff to prove that he was able and offered to fulfill all obligations imposed upon him by the contract. Plaintiff failed to meet this requirement; by voluntarily withdrawing from the contract he excused further performance by defendant.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kane v. Sklar<\/span>\u00a0(1954) 122 Cal.App.2d 480, 482 [265 P.2d 29], internal citation omitted.) Element 3 may be deleted if substantial performance is not a disputed issue.<\/p>\n<p>An employee may be \u201cconstructively\u201d discharged if the employer intentionally created or knowingly permitted working conditions to exist that were so intolerable that a reasonable person would have had no reasonable alternative except to resign. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner v. Anheuser-Busch, Inc.<\/span>\u00a0(1994) 7 Cal.4th 1238, 1251 [32 Cal.Rptr.2d 223, 876 P.2d 1022].) If constructive rather than actual discharge is alleged, include \u201cby forcing [<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span>] to resign\u201d in the introductory paragraph and \u201cconstructively\u201d in element 4. Then also give\u00a0CACI No. 2510,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cConstructive Discharge\u201d Explained<\/span>.<\/p>\n<p>Elements 2 and 4 may be modified for adverse employment actions other than discharge, for example demotion. The California Supreme Court has extended the implied contract theory to encompass adverse employment actions that violate the terms of an implied contract. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scott v. Pac. Gas &amp; Elec. Co.<\/span>\u00a0(1995) 11 Cal.4th 454, 473-474 [46 Cal.Rptr.2d 427, 904 P.2d 834].) See\u00a0CACI No. 2509,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cAdverse Employment Action\u201d Explained.<\/span><\/p>\n<p>For an instruction on damages, give\u00a0CACI No. 3903P,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Damages From Employer for Wrongful Discharge (Economic Damage).<\/span>\u00a0See also\u00a0CACI No. 304,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Oral or Written Contract Terms<\/span>, and\u00a0CACI No. 305,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Implied-in-Fact Contract<\/span>. <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\">At-Will Employment.\u00a0Labor Code section 2922.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Contractual Conditions Precedent.\u00a0Civil Code section 1439.<\/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. But where the undisputed facts negate the existence or the breach of the contract claimed, summary judgment is proper.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz v. Bechtel National, Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 337 [100 Cal.Rptr.2d 352, 8 P.3d 1089], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">The employee bears the ultimate burden of proving that he or she was wrongfully terminated. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pugh v. See\u2019s Candies, Inc.<\/span>\u00a0(<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pugh I<\/span>) (1981) 116 Cal.App.3d 311, 330 [171 Cal.Rptr. 917].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe presumption that an employment relationship of indefinite duration is intended to be terminable at will is therefore \u2018subject, like any presumption, to contrary evidence. This may take the form of an agreement, express or implied, that \u2026 the employment relationship will continue indefinitely, pending the occurrence of some event such as the employer\u2019s dissatisfaction with the employee\u2019s services or the existence of some \u201ccause\u201d for termination.\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\">\u201cIn\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Foley<\/span>, we identified several factors, apart from express terms, that may bear upon \u2018the existence and content of an \u2026 [implied-in-fact] agreement\u2019 placing limits on the employer\u2019s right to discharge an employee. These factors might include \u2018\u2009\u201cthe 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.\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz v. Bechtel National, Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 336\u2013337 [100 Cal.Rptr.2d 352, 8 P.3d 1089], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cStanding alone, constructive discharge is neither a tort nor a breach of contract, but a doctrine that transforms what is ostensibly a resignation into a firing. Even after establishing\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">constructive<\/span>\u00a0discharge, an employee must independently prove a breach of contract or tort in connection with employment termination in order to obtain damages for\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">wrongful discharge<\/span>.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner v. Anheuser-Busch, Inc.<\/span>\u00a0(1994) 7 Cal.4th 1238, 1251 [32 Cal.Rptr.2d 223, 876 P.2d 1022], original italics, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cConstructive discharge occurs when the employer\u2019s conduct effectively forces an employee to resign. Although the employee may say, \u2018I quit,\u2019 the employment relationship is actually severed involuntarily by the employer\u2019s acts, against the employee\u2019s will. As a result, a constructive discharge is legally regarded as a firing rather than a resignation.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra,<\/span>\u00a07 Cal.4th at pp. 1244\u20131245, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn order to amount to a constructive discharge, adverse working conditions must be unusually \u2018aggravated\u2019 or amount to a \u2018continuous pattern\u2019 before the situation will be deemed intolerable. In general, \u2018[s]ingle, trivial, or isolated acts of [misconduct] are insufficient\u2019 to support a constructive discharge claim. Moreover, a poor performance rating or a demotion, even when accompanied by reduction in pay, does not by itself trigger a constructive discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra,<\/span>\u00a07 Cal.4th at p. 1247, internal citation and fns. omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhether conditions were so intolerable as to justify a reasonable employee\u2019s decision to resign is normally a question of fact.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Valdez v. City of Los<\/span>\u00a0Angeles (1991) 231 Cal.App.3d 1043, 1056 [282 Cal.Rptr. 726].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn some circumstances, a single intolerable incident, such as a crime of violence against an employee by an employer, or an employer\u2019s ultimatum that an employee commit a crime, may constitute a constructive discharge. Such misconduct potentially could be found \u2018aggravated.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra,<\/span>\u00a07 Cal.4th at p. 1247, fn. 3.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cEach individual incident need not be sufficient standing alone to force a resignation; rather, the accumulation of discriminatory treatment over time can amount to intolerable working conditions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Brome v. California Highway Patrol<\/span>\u00a0(2020) 44 Cal.App.5th 786, 801\u2013802 [258 Cal.Rptr.3d 83].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he standard by which a constructive discharge is determined is an objective one\u2014the question is \u2018whether a reasonable person faced with the allegedly intolerable employer actions or conditions of employment would have no reasonable alternative except to quit.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra,<\/span>\u00a07 Cal.4th at p. 1248, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn order to establish a constructive discharge, an employee must plead and prove, by the usual preponderance of the evidence standard, that the employer either intentionally created or knowingly permitted working conditions that were so intolerable or aggravated at the time of the employee\u2019s resignation that a reasonable employer would realize that a reasonable person in the employee\u2019s position would be compelled to resign. [\u00b6] For purposes of this standard, the requisite knowledge or intent must exist on the part of either the employer or those persons who effectively represent the employer, i.e., its officers, directors, managing agents, or supervisory employees.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra,<\/span>\u00a07 Cal.4th at p. 1251.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe length of time the plaintiff remained on the job may be\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">one<\/span>\u00a0relevant factor in determining the intolerability of employment conditions from the standpoint of a reasonable person. Neither logic nor precedent suggests it should always be dispositive.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra,<\/span>\u00a07 Cal.4th at p. 1254, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Good cause\u2019 or \u2018just cause\u2019 for termination connotes \u2018\u2009\u201ca fair and honest cause or reason,\u201d\u2009\u2019 regulated by the good faith of the employer. The term is relative. Whether good cause exists is dependent upon the particular circumstances of each case. In deciding whether good cause exists, there must be a balance between the employer\u2019s interest in operating its business efficiently and profitably and the employee\u2019s interest in continued employment. Care must be exercised so as not to interfere with the employer\u2019s legitimate exercise of managerial discretion. While the scope of such discretion is substantial, it is not unrestricted. Good cause is not properly found where the asserted reasons for discharge are \u2018trivial, capricious, unrelated to business needs or goals, or pretextual.\u2019 Where there is a contract to terminate only for good cause, the employer has no right to terminate for an arbitrary or unreasonable decision.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Walker v. Blue Cross of California<\/span>\u00a0(1992) 4 Cal.App.4th 985, 994 [6 Cal.Rptr.2d 184], internal citations omitted, abrogated on another ground in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz, supra,<\/span>\u00a024 Cal.4th at p. 351.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe general rule is that the measure of recovery by a wrongfully discharged employee is the amount of salary agreed upon for the period of service, less the amount which the employer affirmatively proves the employee has earned or with reasonable effort might have earned from other employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Parker v. Twentieth Century-Fox Film Corp.<\/span>\u00a0(1970) 3 Cal.3d 176, 181 [89 Cal.Rptr. 737, 474 P.2d 689], internal citations omitted.) <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>Chin et al., California Practice Guide: Employment Litigation, Ch.4-A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employment Presumed At Will<\/span>, \u00b6\u00b6\u20094:2, 4:8, 4:15 (The Rutter Group)<\/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\u20094:65, 4:81, 4:105 (The Rutter Group)<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch.4-C,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cGood Cause\u201d for Termination<\/span>, \u00b6\u00b6\u20094:270\u20134:273 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Contract Actions, \u00a7\u00a7\u20098.4\u20138.20B<\/div>\n<div>4 Wilcox,\u00a0California Employment Law, Ch. 60,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Liability for Wrongful Termination and Discipline<\/span>, \u00a7\u00a7\u200960.05,\u00a060.07\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\u2009249.10,\u00a0249.15,\u00a0249.43,\u00a0249.90,\u00a0Ch. 250,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employment Law: Wage and Hour Disputes,<\/span>\u00a0\u00a7\u2009250.66\u00a0(Matthew Bender)<\/div>\n<div>5\u00a0California Points and Authorities, Ch. 50,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Contracts<\/span>, \u00a7\u00a7\u200950.10,\u00a050.11\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,\u00a0100.28,\u00a0100.29,\u00a0100.31\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u00a7\u20096:9\u20136:11 (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-6vlzqh-4731c978cab5f0f60aa76cbb4d754cef 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-5s68mh-94c723a445e2506aac704831fa6ae874\">\n#top .av_textblock_section.av-5s68mh-94c723a445e2506aac704831fa6ae874 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5s68mh-94c723a445e2506aac704831fa6ae874 '   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-1241","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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