{"id":1250,"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=1250"},"modified":"2022-05-05T16:49:24","modified_gmt":"2022-05-05T16:49:24","slug":"caci-2404-breach-of-employment-contract-unspecified-term-good-cause-defined","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2404-breach-of-employment-contract-unspecified-term-good-cause-defined\/","title":{"rendered":"CACI 2404 Breach of Employment Contract\u2014Unspecified Term\u2014\u201cGood Cause\u201d Defined"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuma618d-ce318e282e95e7bcafe42bff7154e7d0\">\n#top .av-special-heading.av-kuma618d-ce318e282e95e7bcafe42bff7154e7d0{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuma618d-ce318e282e95e7bcafe42bff7154e7d0 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuma618d-ce318e282e95e7bcafe42bff7154e7d0 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuma618d-ce318e282e95e7bcafe42bff7154e7d0 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 2404 Breach of Employment Contract\u2014Unspecified Term\u2014<span class='special_amp'>\u201c<\/span>Good Cause<span class='special_amp'>\u201d<\/span> Defined<\/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-kuma7ppn-88b25d7fda17283adb197cf47e31ea74\">\n#top .av_textblock_section.av-kuma7ppn-88b25d7fda17283adb197cf47e31ea74 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuma7ppn-88b25d7fda17283adb197cf47e31ea74 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2404\u00a0Breach of Employment Contract\u2014Unspecified Term\u2014\u201cGood Cause\u201d Defined<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Good cause exists when an employer\u2019s decision to discharge an employee is made in good faith and based on a fair and honest reason. An employer has substantial but not unlimited discretion regarding personnel decisions[, particularly with respect to an employee in a sensitive or confidential managerial position]. However, good cause does not exist if the employer\u2019s reasons for the discharge are trivial, arbitrary, inconsistent with usual practices, or unrelated to business needs or goals, or if the stated reasons conceal the employer\u2019s true reasons.<\/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\">] had good cause to discharge [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], you must balance [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s interest in operating the business efficiently and profitably against the interest of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] in maintaining employment. <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 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>This instruction may not be appropriate in the context of an implied employment contract where the parties have agreed to a particular meaning of \u201cgood cause\u201d (e.g., a written employment agreement specifically defining \u201cgood cause\u201d for discharge). If so, the instruction should be modified accordingly.<\/p>\n<p>Include the bracketed language in the opening paragraph if the defense alleges that the plaintiff was in a sensitive or confidential managerial position.<\/p>\n<p>When the reason given for the discharge is misconduct, and there is a factual dispute whether the misconduct occurred, then the court should give\u00a0CACI No.\u20022405,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Breach of Implied Employment Contract\u2014Unspecified Term\u2014\u201cGood Cause\u201d Defined\u2014Misconduct<\/span>, instead of this instruction. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cotran v. Rollins Hudig Hall International, Inc.<\/span>\u00a0(1998) 17 Cal.4th 93, 107 [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\">\u201cThree 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.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jameson v. Pacific Gas &amp; Electric Co.<\/span>\u00a0(2017) 16 Cal.App.5th 901, 910 [225 Cal.Rptr.3d 171].)<\/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 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.\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 [172 Cal.Rptr.3d 732], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIt is the employer\u2019s honest belief in the stated reasons for firing an employee and not the objective truth or falsity of the underlying facts that is at issue\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jameson<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 16 Cal.App.5th at p. 911.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe 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.\u2009\u2026 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 v. Bechtel National, Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 351 [100 Cal.Rptr.2d 352, 8 P.3d 1089].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\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 [Citation] [\u00b6] \u2026 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\u2009\u2026\u2009.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jameson<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 16 Cal.App.5th at p. 910.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]here, as here, the employee occupies a sensitive managerial or confidential position, the employer must of necessity be allowed substantial scope for the exercise of subjective judgment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pugh v. See\u2019s<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Candies, Inc.<\/span>\u00a0(Pugh I) (1981) 116 Cal.App.3d 311, 330 [171 Cal.Rptr. 917], disapproved on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz, supra,<\/span>\u00a024 Cal.4th at pp. 350\u2013351.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[G]ood cause\u201d in [the context of wrongful termination based on an implied contract] \u201cis quite different from the standard applicable in determining the propriety of an employee\u2019s termination under a contract for a specified term.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pugh, supra,<\/span>\u00a0116 Cal.App.3d at p. 330.)<\/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, supra,<\/span>\u00a0116 Cal.App.3d at pp. 329\u2013330, internal citation 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>3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u00a7\u2009219\u2013221, 244<\/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, 4:300 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Contract Actions, \u00a7\u00a7\u20098.22\u20138.25<\/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\u200960.09[2]\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[14][c],\u00a0249.63\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\u2009100.22, 100.27, 100.29, 100.34 (Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation, \u00a7\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-7j3jk2-c0fe0164c2898e3222e71cb1983ac289 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-6dhk36-aaee84790f92fee9626a251fa580047e\">\n#top .av_textblock_section.av-6dhk36-aaee84790f92fee9626a251fa580047e .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-6dhk36-aaee84790f92fee9626a251fa580047e '   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-1250","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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