{"id":1294,"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=1294"},"modified":"2022-05-05T17:06:57","modified_gmt":"2022-05-05T17:06:57","slug":"caci-2503-affirmative-defense-business-necessity-job-relatedness","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2503-affirmative-defense-business-necessity-job-relatedness\/","title":{"rendered":"CACI 2503 Affirmative Defense\u2014Business Necessity\/Job Relatedness"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumcqdjb-59fa59005927ad5baa0554d305b0410f\">\n#top .av-special-heading.av-kumcqdjb-59fa59005927ad5baa0554d305b0410f{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kumcqdjb-59fa59005927ad5baa0554d305b0410f .av-special-heading-tag 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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-kumcrimq-baf286edaec11ecc4fab355f7d63a4be\">\n#top .av_textblock_section.av-kumcrimq-baf286edaec11ecc4fab355f7d63a4be .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kumcrimq-baf286edaec11ecc4fab355f7d63a4be '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2503\u00a0Affirmative Defense\u2014Business Necessity\/Job Relatedness<\/h2>\n<hr \/>\n<p><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\">] claims that the [employment practice\/selection policy] is lawful because it is necessary to [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/its] business. To succeed, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove both 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 the purpose of the [employment practice\/selection policy] is to operate the business safely and efficiently; and<\/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 the [employment practice\/selection policy] substantially accomplishes this business purpose. <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 <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>The defense of business necessity is available for disparate impact claims but may not be used as a defense against a claim of intentional discrimination.<\/p>\n<p>CACI No.\u20022504,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disparate Impact\u2014Rebuttal to Business Necessity\/Job Relatedness Defense<\/span>, must be given if defendant asserts the defense of business necessity to a disparate impact employment discrimination claim. <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\">Justification of Disparate Impact.\u00a0Cal. Code Regs., tit. 2, \u00a7\u00a7\u200911010(b),\u00a011017(a),\u00a0(e).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn order to meet its burden the [employer] must demonstrate a business necessity for use of the [discriminatory employment practice] \u2026\u2009. \u2018The test is whether there exists an overriding legitimate business purpose such that the practice is necessary to the safe and efficient operation of the business. Thus, the business purpose must be sufficiently compelling to override any [discriminatory] impact; the challenged practice must effectively carry out the business purpose it is alleged to serve; and there must be available no acceptable alternative policies or practices which would better accomplish the business purpose advanced, or accomplish it equally well with a lesser differential racial impact.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">City and County of San Francisco v. Fair Employment and Housing Com.<\/span>\u00a0(1987) 191 Cal.App.3d 976, 989\u2013990 [236 Cal.Rptr. 716], quoting\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Robinson v. Lorillard Corp.<\/span>\u00a0(4th Cir. 1971) 444 F.2d 791, 798.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">The federal Civil Rights Act of 1991 states that one of its purposes is \u201cto codify the concepts of \u2018business necessity\u2019 and \u2018job related\u2019 enunciated by the Supreme Court in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Griggs v. Duke Power Co.<\/span>, 401 U.S. 424], and in other Supreme Court decisions prior to\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wards Cove Packing Co. v. Atonio<\/span>, 490 U.S. 642 (1989) [109 S.Ct. 2115, 104 L.Ed.2d 733].\u201d (Civil Rights Act of 1991,\u00a0Pub.L. No. 102-166, \u00a7\u20093(2) (Nov. 21, 1991)\u00a0105 Stat. 1071, 1071.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Federal title VII provides that while business necessity is a defense to a claim of disparate impact discrimination, \u201c[a] demonstration that an employment practice is required by business necessity may not be used as a defense against a claim of intentional discrimination.\u201d (42 U.S.C. \u00a7\u20092000e-2(k)(2).)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe touchstone is business necessity. If an employment practice which operates to exclude [a protected group] cannot be shown to be related to job performance, the practice is prohibited \u2026 Congress has placed on the employer the burden of showing that any given requirement must have a manifest relationship to the employment in question.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Griggs, supra,<\/span>\u00a0401 U.S. at pp. 431\u2013432.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he employer may defend its policy or practice by proving that it is \u2018job related for the position in question and consistent with business necessity.\u2019 Though the key terms have been used since\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Griggs,<\/span>\u00a0their meaning remains unclear.\u201d (1 Lindemann and Grossman, Employment Discrimination Law (3d ed. 1996) Adverse Impact, p. 106, footnotes omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]here is no requirement that the challenged practice be \u2018essential\u2019 or \u2018indispensable\u2019 to the employer\u2019s business for it to pass muster: this degree of scrutiny would be almost impossible for most employers to meet \u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wards Cove Packing Co., Inc., supra,<\/span>\u00a0490 U.S. at p. 659.) [Note: This portion of\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wards Cove<\/span>\u00a0may have been superseded by the Civil Rights Act of 1991.] <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. 5(I)-E,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Defamation<\/span>, \u00b6\u00b6\u20097:571, 7:581, 7:915 (The Rutter Group)<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 5(I)-L,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Invasion of Privacy<\/span>, \u00b6\u20097:915 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Discrimination Claims, \u00a7\u20092.90<\/div>\n<div>2 Wilcox,\u00a0California Employment Law, Ch. 41,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Substantive Requirements Under Equal Employment Opportunity Laws<\/span>, \u00a7\u00a7\u200941.21[4],\u00a041.95[1]\u00a0(Matthew Bender)<\/div>\n<div>3 Wilcox,\u00a0California Employment Law, Ch. 43,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Actions Under Equal Employment Opportunity Laws<\/span>, \u00a7\u200943.01[2][c]\u00a0(Matthew Bender)<\/div>\n<div>1 Lindemann and Grossman, Employment Discrimination Law (3d ed.) Adverse Impact, pp. 106\u2013110;\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">id.<\/span>\u00a0(2000 supp.) at pp. 62\u201364<\/div>\n<div>11\u00a0California Forms of Pleading and Practice, Ch. 115,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Rights: Employment Discrimination<\/span>, \u00a7\u00a7\u2009115.23[4][d],\u00a0115.54[5],\u00a0115.102\u2013115.103\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u20092:25 (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-89mu0u-4354ae1c7dec2a7c2d2c25dd056c2f9d 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-6ietam-528f4a17dd23e400882146437406cd41\">\n#top .av_textblock_section.av-6ietam-528f4a17dd23e400882146437406cd41 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-6ietam-528f4a17dd23e400882146437406cd41 '   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-1294","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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