{"id":1296,"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=1296"},"modified":"2022-05-05T17:05:22","modified_gmt":"2022-05-05T17:05:22","slug":"caci-2501-affirmative-defense-bona-fide-occupational-qualification","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2501-affirmative-defense-bona-fide-occupational-qualification\/","title":{"rendered":"CACI 2501 Affirmative Defense\u2014Bona fide Occupational Qualification"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumcm4n1-18580d4eae6643c87f89887964513095\">\n#top .av-special-heading.av-kumcm4n1-18580d4eae6643c87f89887964513095{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kumcm4n1-18580d4eae6643c87f89887964513095 .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-kumcnp6k-ed742a745e466b2b78dcf010c7563852\">\n#top .av_textblock_section.av-kumcnp6k-ed742a745e466b2b78dcf010c7563852 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kumcnp6k-ed742a745e466b2b78dcf010c7563852 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2501\u00a0Affirmative Defense\u2014Bona fide Occupational Qualification<\/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 [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/its] decision to [discharge\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other adverse employment action<\/span><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\">] was lawful because [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] was entitled to consider [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">protected status\u2014for example, race, gender, or age<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] as a job requirement. 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 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 the job requirement was reasonably necessary for the operation of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s business;<\/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\">] had a reasonable basis for believing that substantially all [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">members of protected<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">group<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] are unable to safely and efficiently perform that job;<\/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 it was impossible or highly impractical to consider whether each [applicant\/employee] was able to safely and efficiently perform the job; and<\/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 it was impossible or highly impractical for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] to rearrange job responsibilities to avoid using [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">protected status<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] as a job requirement. <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>An employer may assert the bona fide occupational qualification (BFOQ) defense where the employer has a practice that on its face excludes an entire group of individuals because of their protected status. <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\">Bona fide Occupational Qualification.\u00a0Government Code section 12940(a)(1).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Bona fide Occupational Qualification.\u00a0Cal. Code Regs., tit. 2, \u00a7\u20097286.7(a).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Bona fide Occupational Qualification Under Federal Law.\u00a042 U.S.C. \u00a7\u20092000e-2(e)(1).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">The BFOQ defense is a narrow exception to the general prohibition on discrimination. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bohemian Club v. Fair Employment &amp; Housing Com.<\/span>\u00a0(1986) 187 Cal.App.3d 1, 19 [231 Cal.Rptr. 769];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, UAW v. Johnson Controls, Inc.<\/span>\u00a0(1991) 499 U.S. 187, 201 [111 S.Ct. 1196, 113 L.Ed.2d 158].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[I]n order to rely on the bona fide occupational qualification exception an employer has the burden of proving that he had reasonable cause to believe, that is, a factual basis for believing, that all or substantially all women would be unable to perform safely and efficiently the duties of the job involved.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bohemian Club<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 187 Cal.App.3d at p. 19, quoting\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Weeks v. Southern<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bell Telephone &amp; Telegraph Co.<\/span>\u00a0(5th Cir. 1969) 408 F.2d 228, 235.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cFirst, the employer must demonstrate that the occupational qualification is \u2018reasonably necessary to the normal operation of [the] particular business.\u2019 Secondly, the employer must show that the categorical exclusion based on [the] protected class characteristic is justified, i.e., that \u2018all or substantially all\u2019 of the persons with the subject class characteristic fail to satisfy the occupational qualification.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Johnson Controls, Inc. v. Fair Employment &amp; Housing Com.<\/span>\u00a0(1990) 218 Cal.App.3d 517, 540 [267 Cal.Rptr. 158], quoting\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Weeks<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 408 F.2d at p. 235.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cEven if an employer can demonstrate that certain jobs require members of one sex, the employer must also \u2018bear the burden of proving that because of the nature of the operation of the business they could not rearrange job responsibilities \u2026\u2019 in order to reduce the BFOQ necessity.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Johnson Controls, Inc.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 218 Cal.App.3d at p. 541; see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Hardin v. Stynchcomb<\/span>\u00a0(11th Cir. 1982) 691 F.2d 1364, 1370\u20131371.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAlternatively, the employer could establish that age was a legitimate proxy for the safety-related job qualifications by proving that it is \u2018impossible or highly impractical\u2019 to deal with the older employees on an individualized basis.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Western Airlines, Inc. v. Criswell<\/span>\u00a0(1985) 472 U.S. 400, 414\u2013415 [105 S.Ct. 2743, 86 L.Ed.2d 321], internal citation and footnote omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe Fair Employment and Housing Commission has interpreted the BFOQ defense in a manner incorporating all of the federal requirements necessary for its establishment.\u2009\u2026\u2009[\u00b6] The standards of the Commission are \u2026 in harmony with federal law regarding the availability of a BFOQ defense.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bohemian Club<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 187 Cal.App.3d at p. 19.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cBy modifying \u2018qualification\u2019 with \u2018occupational,\u2019 Congress narrowed the term to qualifications that affect an employee\u2019s ability to do the job.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, UAW<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 499 U.S. at p. 201.) <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>8 Witkin, Summary of California Law (11th ed. 2017) Constitutional Law, \u00a7\u00a7\u20091032, 1033<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch.9-C,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">California Fair Employment and Housing Act (FEHA)<\/span>, \u00b6\u00b6\u20099:2380, 9:2382, 9:2400, 9:2430 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Sexual Harassment, \u00a7\u00a7\u20092.91\u20132.94<\/div>\n<div>2 Wilcox,\u00a0California Employment Law, Ch. 41,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Actions Under Equal Employment Opportunity Laws<\/span>, \u00a7\u00a7\u200941.94[3],\u00a041.108\u00a0(Matthew Bender)<\/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\u2009115.54[4],\u00a0115.101\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u20092:84 (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-rdr40-9715c3b6278a7e33774c634e2c1806b7 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-6is3ow-a233250b6dd5ecf81df126cdb745a505\">\n#top .av_textblock_section.av-6is3ow-a233250b6dd5ecf81df126cdb745a505 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-6is3ow-a233250b6dd5ecf81df126cdb745a505 '   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-1296","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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