{"id":1272,"date":"2021-10-25T03:50:50","date_gmt":"2021-10-25T03:50:50","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1272"},"modified":"2022-05-05T16:56:03","modified_gmt":"2022-05-05T16:56:03","slug":"caci-2432-constructive-discharge-in-violation-of-public-policy-plaintiff-required-to-endure-intolerable-conditions-that-violate-public-policy","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2432-constructive-discharge-in-violation-of-public-policy-plaintiff-required-to-endure-intolerable-conditions-that-violate-public-policy\/","title":{"rendered":"CACI 2432 Constructive Discharge in Violation of Public Policy\u2014Plaintiff Required to Endure Intolerable Conditions That Violate Public Policy"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumcfub9-e20feb5682a24c1d100e06cf6dbadce4\">\n#top .av-special-heading.av-kumcfub9-e20feb5682a24c1d100e06cf6dbadce4{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kumcfub9-e20feb5682a24c1d100e06cf6dbadce4 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kumcfub9-e20feb5682a24c1d100e06cf6dbadce4 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kumcfub9-e20feb5682a24c1d100e06cf6dbadce4 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 2432 Constructive Discharge in Violation of Public Policy\u2014Plaintiff Required to Endure Intolerable Conditions That Violate Public Policy<\/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-kumch21l-3d0896fbc21b704ec075a68920cff985\">\n#top .av_textblock_section.av-kumch21l-3d0896fbc21b704ec075a68920cff985 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kumch21l-3d0896fbc21b704ec075a68920cff985 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2432\u00a0Constructive Discharge in Violation of Public Policy\u2014Plaintiff Required to Endure Intolerable Conditions That Violate Public Policy<\/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\">] forced [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] to resign for reasons that violate public policy. It is a violation of public policy [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify claim in case, e.g., for an employer to require an employee to work more than forty hours a week for less than minimum wage<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. 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\">] was employed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/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\">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 plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was subjected to working conditions that violated public policy, in that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe conditions imposed on the employee that constitute the violation, e.g.,<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201c[name of plaintiff]<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">was required to work more than forty hours a week for less than minimum wage\u201d<\/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 defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] intentionally created or knowingly permitted these working conditions;<\/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 these working conditions were so intolerable that a reasonable person in [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s position would have had no reasonable alternative except to resign;<\/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\">] resigned because of these working conditions;<\/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 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\">7.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That the working conditions were 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.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">To be intolerable, the adverse working conditions must be unusually aggravated or involve a continuous pattern of mistreatment. Trivial acts are insufficient. <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 December 2014, June 2015, 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 given if the plaintiff claims that the plaintiff\u2019s constructive termination was wrongful because defendant subjected plaintiff to intolerable working conditions in violation of public policy. The instruction must be supplemented with\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. 2510,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cConstructive Discharge\u201d Explained<\/span>.<\/p>\n<p>The judge should determine whether the purported reason for plaintiff\u2019s resignation would amount to a violation of public policy. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gantt v. Sentry Insurance<\/span>\u00a0(1992) 1 Cal.4th 1083, 1092 [4 Cal.Rptr.2d 874, 824 P.2d 680], overruled on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green v. Ralee Engineering Co.<\/span>\u00a0(1998) 19 Cal.4th 66, 80 fn. 6 [78 Cal.Rptr.2d 16, 960 P.2d 1046].) The jury should then be instructed that the alleged conduct would constitute a public-policy violation if proved.<\/p>\n<p>Whether conditions are so intolerable as to justify the employee\u2019s decision to quit rather than endure them is to be judged by an objective reasonable-employee standard. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner v. Anheuser-Busch, Inc.<\/span>\u00a0(1994) 7 Cal.4th 1238, 1247 [32 Cal.Rptr.2d 223, 876 P.2d 1022].) This standard is captured in element 4. The paragraph at the end of the instruction gives the jury additional guidance as to what makes conditions intolerable. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">id.<\/span>\u00a0at p. 1247.) Note that in 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. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Id.<\/span>\u00a0at p. 1247, fn. 3.) <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\">\u201c[W]hen an employer\u2019s discharge of an employee violates fundamental principles of public policy, the discharged employee may maintain a tort action and recover damages traditionally available in such actions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Tameny v. Atlantic Richfield Co.<\/span>\u00a0(1980) 27 Cal.3d 167, 170 [164 Cal.Rptr. 839, 610 P.2d 1330].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]his court established a set of requirements that a policy must satisfy to support a tortious discharge claim. First, the policy must be supported by either constitutional or statutory provisions. Second, the policy must be \u2018public\u2019 in the sense that it \u2018inures to the benefit of the public\u2019 rather than serving merely the interests of the individual. Third, the policy must have been articulated at the time of the discharge. Fourth, the policy must be \u2018fundamental\u2019 and \u2018substantial.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stevenson v. Superior Court<\/span>\u00a0(1997) 16 Cal.4th 880, 889\u2013890 [66 Cal.Rptr.2d 888, 941 P.2d 1157], footnote omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn addition to statutes and constitutional provisions, valid administrative regulations may also serve as a source of fundamental public policy that impacts on an employer\u2019s right to discharge employees when such regulations implement fundamental public policy found in their enabling statutes.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">D\u2019sa v. Playhut, Inc.<\/span>\u00a0(2000) 85 Cal.App.4th 927, 933 [102 Cal.Rptr.2d 495], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cPlaintiffs assert, in essence, that they were terminated for refusing to engage in conduct that violated fundamental public policy, to wit, nonconsensual sexual acts. They also assert, in effect, that they were discharged in retaliation for attempting to exercise a fundamental right\u2014the right to be free from sexual assault and harassment. Under either theory, plaintiffs, in short, should have been granted leave to amend to plead a cause of action for wrongful discharge in violation of public policy.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rojo v. Kliger<\/span>\u00a0(1990) 52 Cal.3d 65, 91 [276 Cal.Rptr. 130, 801 P.2d 373].)<\/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>, 7 Cal.4th at pp. 1244\u20131245, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAlthough situations may exist where the employee\u2019s decision to resign is unreasonable as a matter of law, \u2018[w]hether conditions were so intolerable as to justify a reasonable employee\u2019s decision to resign is normally a question of fact. [Citation.]\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vasquez v. Franklin Management Real Estate Fund, Inc.<\/span>\u00a0(2013) 222 Cal.App.4th 819, 827 [166 Cal.Rptr.3d 242].)<\/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 \u2026 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.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1251.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe conditions giving rise to the resignation must be sufficiently extraordinary and egregious to overcome the normal motivation of a competent, diligent, and reasonable employee to remain on the job to earn a livelihood and to serve his or her employer. The proper focus is on whether the resignation was coerced, not whether it was simply one rational option for the employee.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1246.)<\/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>, 7 Cal.4th at p. 1247, footnote and internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe mere existence of illegal conduct in a workplace does not, without more, render employment conditions intolerable to a reasonable employee.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1254.)<\/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>, 7 Cal.4th at p. 1248, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[U]nder\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner<\/span>, the proper focus is on the working conditions themselves, not on the plaintiff\u2019s\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">subjective<\/span>\u00a0reaction to those conditions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Simers v. Los Angeles Times Communications, LLC<\/span>\u00a0(2018) 18 Cal.App.5th 1248, 1272 [227 Cal.Rptr.3d 695], original italics.)<\/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 one relevant factor in determining the intolerability of employment conditions from the standpoint of a reasonable person.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1254.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]here was, as the trial court found, substantial evidence that plaintiff\u2019s age and disability were \u2018substantial motivating reason[s]\u2019 for the adverse employment action or actions to which plaintiff was subjected. But the discriminatory motive for plaintiff\u2019s working conditions has no bearing on whether the evidence was sufficient to establish constructive discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Simers<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 18 Cal.App.5th at p. 1271.) <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\u2009235<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 4-G, Constructive Discharge, \u00b6\u00b6\u20094:405\u20134:406, 4:409\u20134:411, 4:421\u20134:422 (The Rutter Group)<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 5-(I)B, Wrongful Discharge In Violation Of Public Policy (Tameny Claims), \u00b6\u00b6\u20095:4, 5:45\u20135:47, 5:50, 5:70, 5:105, 5:115, 5:150, 5:151, 5:170, 5:195, 5:220 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Public Policy Violations, \u00a7\u00a7\u20095.45\u20135.46<\/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\u200960.04\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\u2009249.15,\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\u2009100.31, 100.32, 100.36\u2013100.38 (Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u00a7\u20096:23\u20136:25 (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-7jjek8-cfce309ca03b0c76d1c6ad6cc5089548 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-5tz6m0-9095158b4d133aa930fc75538689ff8e\">\n#top .av_textblock_section.av-5tz6m0-9095158b4d133aa930fc75538689ff8e .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5tz6m0-9095158b4d133aa930fc75538689ff8e '   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-1272","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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