{"id":1249,"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=1249"},"modified":"2022-05-05T16:49:34","modified_gmt":"2022-05-05T16:49:34","slug":"caci-2405-breach-of-implied-employment-contract-unspecified-term-good-cause-defined-misconduct","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2405-breach-of-implied-employment-contract-unspecified-term-good-cause-defined-misconduct\/","title":{"rendered":"CACI 2405 Breach of Implied Employment Contract\u2014Unspecified Term\u2014\u201cGood Cause\u201d Defined\u2014Misconduct"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuma8sh5-93b3279b010dbb3029f81d8c01fa2d4a\">\n#top .av-special-heading.av-kuma8sh5-93b3279b010dbb3029f81d8c01fa2d4a{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuma8sh5-93b3279b010dbb3029f81d8c01fa2d4a .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuma8sh5-93b3279b010dbb3029f81d8c01fa2d4a .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuma8sh5-93b3279b010dbb3029f81d8c01fa2d4a 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 2405 Breach of Implied Employment Contract\u2014Unspecified Term\u2014<span class='special_amp'>\u201c<\/span>Good Cause<span class='special_amp'>\u201d<\/span> Defined\u2014Misconduct<\/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 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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-kuma9vd7-8969353039b72aa6da8758b5cd01b67a\">\n#top .av_textblock_section.av-kuma9vd7-8969353039b72aa6da8758b5cd01b67a .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuma9vd7-8969353039b72aa6da8758b5cd01b67a '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2405\u00a0Breach of Implied Employment Contract\u2014Unspecified Term\u2014\u201cGood Cause\u201d Defined\u2014Misconduct<\/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\">] did not have good cause to [discharge\/demote] [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] for misconduct. [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had good cause to [discharge\/demote] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] for misconduct if [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], acting in good faith, conducted an appropriate investigation giving [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] reasonable grounds to believe that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] engaged in misconduct.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">An appropriate investigation is one that is reasonable under the circumstances and includes notice to the employee of the claimed misconduct and an opportunity for the employee to answer the charge of misconduct before the decision to [discharge\/demote] is made. You may find that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had good cause to [discharge\/demote] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] without deciding if [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] actually engaged in misconduct. <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 <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 given when there is a dispute as to whether misconduct, in fact, occurred. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cotran v. Rollins Hudig Hall International, Inc.<\/span>\u00a0(1998) 17 Cal.4th 93 [69 Cal.Rptr.2d 900, 948 P.2d 412].) <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\">\u201cThe proper inquiry for the jury \u2026 is not, \u2018Did the employee\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">in fact<\/span>\u00a0commit the act leading to dismissal?\u2019 It is \u2018Was the factual basis on which the employer concluded a dischargeable act had been committed reached honestly, after an appropriate investigation and for reasons that are not arbitrary or pretextual?\u2019 The jury conducts a factual inquiry in both cases, but the questions are not the same. In the first, the jury decides the ultimate truth of the employee\u2019s alleged misconduct. In the second, it focuses on the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">employer\u2019s response<\/span>\u00a0to allegations of misconduct.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cotran, supra,<\/span>\u00a017 Cal.4th at p. 107.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Good cause\u2019 in the context of implied employment contracts is defined as: \u2018fair and honest\u2019 reasons, regulated by good faith on the part of the employer, that are not trivial, arbitrary or capricious, unrelated to business needs or goals, or pretextual. A reasoned conclusion, in short, supported by substantial evidence gathered through an adequate investigation that includes notice of the claimed misconduct and a chance for the employee to respond.\u2019\u2009\u2018Three factual determinations are relevant to the question of employer liability: (1) did the employer act with good faith in making the decision to terminate; (2) did the decision follow an investigation that was appropriate under the circumstances; and (3) did the employer have reasonable grounds for believing the employee had engaged in the misconduct.\u2019\u2009\u2018<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cotran<\/span>\u00a0did not delineate the earmarks of an appropriate investigation but noted that investigative fairness contemplates listening to both sides and providing employees a fair opportunity to present their position and to correct or contradict relevant statements prejudicial to their case, without the procedural formalities of a trial.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Serri v. Santa Clara University<\/span>\u00a0(2014) 226 Cal.App.4th 830, 872\u2013873 [172 Cal.Rptr.3d 732], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe have held that appellant has demonstrated a prima facie case of wrongful termination in violation of his contract of employment. The burden of coming forward with evidence as to the reason for appellant\u2019s termination now shifts to the employer. Appellant may attack the employer\u2019s offered explanation, either on the ground that it is pretextual and that the real reason is one prohibited by contract or public policy, or on the ground that it is insufficient to meet the employer\u2019s obligations under contract or applicable legal principles. Appellant bears, however, the ultimate burden of proving that he was terminated wrongfully.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pugh v. See\u2019s Candies, Inc.<\/span>\u00a0(1981) 116 Cal.App.3d 311, 329\u2013330 [171 Cal.Rptr. 917], disapproved on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz v. Bechtel National Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 350\u2212351 [100 Cal. Rptr. 2d 352, 8 P.3d 1089], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Plaintiff] contends that it was up to a jury to decide whether the [defendant] \u2018honestly and objectively reasonably\u2019 believed that her conduct was egregious enough to be \u2018gross misconduct\u2019 and that the court therefore erred in granting summary adjudication of her fourth cause of action for breach of contract. Although the elements of the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cotran<\/span>\u00a0standard are triable to the jury, \u2018if the facts are undisputed or admit of only one conclusion, then summary judgment may be entered \u2026\u2009.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Serri<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 226 Cal.App.4th at p. 873.) <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\u2009219, 220, 221<\/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\u20134:271, 4:289 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Contract Actions, \u00a7\u00a7\u20098.22\u20138.26<\/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\u200960.09[5][b]\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\u2009249.21,\u00a0249.43\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\u2009100.25, 100.29 (Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation, \u00a7\u2009\u20096:19 (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-6zkqmp-46310d131a131c1bc3b1200f2fbab11e 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-58n09t-55b14887797e129e5f048315a8e6a8b4\">\n#top .av_textblock_section.av-58n09t-55b14887797e129e5f048315a8e6a8b4 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-58n09t-55b14887797e129e5f048315a8e6a8b4 '   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-1249","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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