{"id":1302,"date":"2021-10-25T03:51:09","date_gmt":"2021-10-25T03:51:09","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1302"},"modified":"2022-05-05T17:11:14","modified_gmt":"2022-05-05T17:11:14","slug":"caci-2508-failure-to-file-timely-administrative-complaint-gov-code-%c2%a7-12960e-plaintiff-alleges-continuing-violation","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2508-failure-to-file-timely-administrative-complaint-gov-code-%c2%a7-12960e-plaintiff-alleges-continuing-violation\/","title":{"rendered":"CACI 2508 Failure to File Timely Administrative Complaint (Gov. Code, \u00a7\u200912960(e))\u2014Plaintiff Alleges Continuing Violation"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumgkl2h-935a2e55953306f33d8dd39ad15e78f0\">\n#top .av-special-heading.av-kumgkl2h-935a2e55953306f33d8dd39ad15e78f0{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kumgkl2h-935a2e55953306f33d8dd39ad15e78f0 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kumgkl2h-935a2e55953306f33d8dd39ad15e78f0 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kumgkl2h-935a2e55953306f33d8dd39ad15e78f0 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 2508 Failure to File Timely Administrative Complaint (Gov. Code, \u00a7\u200912960(e))\u2014Plaintiff Alleges Continuing Violation<\/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-kumgluac-194e3e851dd1422957138278935c1d3a\">\n#top .av_textblock_section.av-kumgluac-194e3e851dd1422957138278935c1d3a .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kumgluac-194e3e851dd1422957138278935c1d3a '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2508\u00a0Failure to File Timely Administrative Complaint (Gov. Code, \u00a7\u200912960(e))\u2014Plaintiff Alleges Continuing Violation<\/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\">] contends that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s lawsuit may not proceed because [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] did not timely file a complaint with the Department of Fair Employment and Housing (DFEH). A complaint is timely if it was filed within three years of the date on which [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s alleged unlawful practice occurred.<\/span><\/p>\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\">] filed a complaint with the DFEH on [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">date<\/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\">] may recover for acts of alleged [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify the unlawful practice, e.g., harassment<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] that occurred before [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert date three years before the DFEH complaint was filed<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], only if [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] proves 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 defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., harassment<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] that occurred before [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert date three years before the DFEH complaint was filed<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was similar or related to the conduct that occurred on or after that date;<\/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 conduct was reasonably frequent; and<\/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 the conduct had not yet become permanent<\/span>\u00a0<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">before that date.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\u201cPermanent\u201d in this context means that the conduct has stopped, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] has resigned, or [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s statements and actions would make it clear to a reasonable employee that any further efforts to resolve the issue internally would be futile. <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 June 2010; Revised December 2011, June 2015, May 2019, 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>Give this instruction if the plaintiff relies on the continuing-violation doctrine in order to avoid the bar of the limitation period of three years within which to file an administrative complaint. (See\u00a0Gov. Code, \u00a7\u200912960(e).) Although the continuing-violation doctrine is labeled an equitable exception, it may involve triable issues of fact. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dominguez v. Washington Mutual Bank<\/span>\u00a0(2008) 168 Cal.App.4th 714, 723\u2013724 [85 Cal.Rptr.3d 705].)<\/p>\n<p>If the case involves multiple claims of FEHA violations, replace \u201clawsuit\u201d in the opening sentence with reference to the particular claim or claims to which the continuing-violation rule may apply.<\/p>\n<p>In the second paragraph, insert the date on which the administrative complaint was filed and the dates on which both sides allege that the complaint requirement was triggered. The verdict form should ask the jury to specify the date that it finds that the requirement accrued. If there are multiple claims with different continuing-violation dates, repeat this paragraph for each claim.<\/p>\n<p>The plaintiff has the burden to plead and prove timely exhaustion of administrative remedies, such as filing a sufficient complaint with the DFEH. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kim v. Konad USA Distribution, Inc.<\/span>\u00a0(2014) 226 Cal.App.4th 1336, 1345 [172 Cal.Rptr.3d 686].) This burden of proof extends to any excuse or justification for the failure to timely file, such as the continuing-violation exception. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jumaane v. City of Los Angeles<\/span>\u00a0(2015) 241 Cal.App.4th 1390, 1402 [194 Cal.Rptr.3d 689].) <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\">Administrative Complaint for FEHA Violation.\u00a0Government Code section 12960.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAt a jury trial, the facts are presented and the jury must decide whether there was a continuing course of unlawful conduct based on the law as stated in\u00a0CACI No. 2508.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jumaane, supra<\/span>, 241 Cal.App.4th at p. 1401.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder the FEHA, the employee must exhaust the administrative remedy provided by the statute by filing a complaint with the Department of Fair Employment and Housing (Department) and must obtain from the Department a notice of right to sue in order to be entitled to file a civil action in court based on violations of the FEHA. The timely filing of an administrative complaint is a prerequisite to the bringing of a civil action for damages under the FEHA. As for the applicable limitation period, the FEHA provides that no complaint for any violation of its provisions may be filed with the Department \u2018after the expiration of one year from the date upon which the alleged\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">unlawful practice<\/span>\u00a0or refusal to cooperate\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">occurred<\/span>,\u2019 with an exception for delayed discovery not relevant here.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morgan v. Regents of University of California<\/span>\u00a0(2000) 88 Cal.App.4th 52, 63 [105 Cal.Rptr.2d 652], original italics, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]t is \u2018plaintiff\u2019s burden to plead and prove timely exhaustion of administrative remedies, such as filing a sufficient complaint with [DFEH] and obtaining a right-to-sue letter.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kim, supra<\/span>, 226 Cal.App.4th at p. 1345.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]hen defendant has asserted the statute of limitation defense, the plaintiff has the burden of proof to show his or her claims are timely under the continuing violation doctrine.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jumaane, supra<\/span>, 241 Cal.App.4th at p. 1402.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder the continuing violation doctrine, a plaintiff may recover for unlawful acts occurring outside the limitations period if they continued into that period. The continuing violation doctrine requires proof that (1) the defendant\u2019s actions inside and outside the limitations period are sufficiently similar in kind; (2) those actions occurred with sufficient frequency; and (3) those actions have not acquired a degree of permanence.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wassmann v. South Orange County Community College Dist.<\/span>\u00a0(2018) 24 Cal.App.5th 825, 850\u2013851 [234 Cal.Rptr.3d 712], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[P]ermanence\u2019 in the context of an ongoing process of accommodation of disability, or ongoing disability harassment, should properly be understood to mean the following: that an employer\u2019s statements and actions make clear to a reasonable employee that any further efforts at informal conciliation to obtain reasonable accommodation or end harassment will be futile. [\u00b6] Thus, when an employer engages in a continuing course of unlawful conduct under the FEHA by refusing reasonable accommodation of a disabled employee or engaging in disability harassment, and this course of conduct does not constitute a constructive discharge, the statute of limitations begins to run, not necessarily when the employee first believes that his or her rights may have been violated, but rather, either when the course of conduct is brought to an end, as by the employer\u2019s cessation of such conduct or by the employee\u2019s resignation, or when the employee is on notice that further efforts to end the unlawful conduct will be in vain. Accordingly, an employer who is confronted with an employee seeking accommodation of disability or relief from disability harassment may assert control over its legal relationship with the employee either by accommodating the employee\u2019s requests, or by making clear to the employee in a definitive manner that it will not be granting any such requests, thereby commencing the running of the statute of limitations.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Richards v. CH2M<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Hill, Inc.<\/span>\u00a0(2001) 26 Cal.4th 798, 823\u2013824 [111 Cal.Rptr.2d 87, 29 P.3d 175], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Richards<\/span>\u00a0court interpreted section 12960 to mean that when a continuing pattern of wrongful conduct occurs partly in the statutory period and partly outside the statutory period, the limitations period begins to accrue once an employee is on notice of the violation of his or her rights and on notice that \u2018litigation, not informal conciliation, is the only alternative for the vindication of his or her rights.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Acuna v. San Diego Gas &amp; Electric Co.<\/span>\u00a0(2013) 217 Cal.App.4th 1402, 1412 [159 Cal.Rptr.3d 749].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA continuing violation may be established by demonstrating \u2018a company wide policy or practice\u2019 or \u2018a series of related acts against a single individual.\u2019 \u2018The continuing violation theory generally has been applied in the context of a continuing policy and practice of discrimination on a company-wide basis; a plaintiff who shows that a policy and practice operated at least in part within the limitation period satisfies the filing requirements. \u201c[A] systematic policy of discrimination is actionable even if some or all of the events evidencing its inception occurred prior to the limitations period. The reason is that the continuing system of discrimination operates against the employee and violates his or her rights up to a point in time that falls within the applicable limitations period. Such continuing violations are most likely to occur in the matter of placements or promotions.\u201d\u2009\u2019 The plaintiff must demonstrate that at least one act occurred within the filing period and that \u2018the harassment is \u201cmore than the occurrence of isolated or sporadic acts of intentional discrimination.\u201d \u2026 The relevant distinction is between the occurrence of isolated, intermittent acts of discrimination and a persistent, on-going pattern.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morgan, supra<\/span>, 88 Cal.App.4th at p. 64, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] continuing violation claim will likely fail if the plaintiff knew, or through the exercise of reasonable diligence would have known, [the plaintiff] was being discriminated against at the time the earlier events occurred.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morgan, supra<\/span>, 88 Cal.App.4th at p. 65.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe Supreme Court has extended the continuing violation doctrine to retaliation claims. And the doctrine also applies to racial harassment claims. Indeed, as we observed in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Morgan v. Regents of University of California, supra<\/span>, 88 Cal.App.4th 52, 65: \u2018Cases alleging a hostile work environment due to racial or sexual harassment are often found to come within the continuing violations framework.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nazir v. United Airlines, Inc.<\/span>\u00a0(2009) 178 Cal.App.4th 243, 270 [100 Cal.Rptr.3d 296], internal citations 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>8 Witkin, Summary of California Law (11th ed. 2017) Constitutional Law, \u00a7\u20091065<\/div>\n<div>4 Witkin, California Procedure (5th ed. 2008) Actions, \u00a7\u2009564<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 7-A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Title VII And The California Fair Employment And Housing Act<\/span>, \u00b6\u00b6\u20097:561.1, 7:975 (The Rutter Group)<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 16-A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Failure To Exhaust Administrative Remedies<\/span>, \u00b6\u200916:85 (The Rutter Group)<\/div>\n<div>3\u00a0Wilcox, California Employment Law, Ch. 43,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Actions Under Equal Employment Opportunity Laws<\/span>, \u00a7\u200943.01[4]\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\u2009115.51[1]\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\u2009100.59\u00a0(Matthew Bender)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-6w051i-99740d9474fcddd519c626d3c7384e1b 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-643rmu-1418faa7742e33d966559c9641a233db\">\n#top .av_textblock_section.av-643rmu-1418faa7742e33d966559c9641a233db .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-643rmu-1418faa7742e33d966559c9641a233db '   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-1302","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>CACI 2508 Failure to File Timely Administrative Complaint (Gov. 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