{"id":1304,"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=1304"},"modified":"2022-05-05T17:10:17","modified_gmt":"2022-05-05T17:10:17","slug":"caci-2506-limitation-on-remedies-after-acquired-evidence","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2506-limitation-on-remedies-after-acquired-evidence\/","title":{"rendered":"CACI 2506 Limitation on Remedies\u2014After-Acquired Evidence"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kumgg38c-75ca97e59c01b404c5ed0daee13f29df\">\n#top .av-special-heading.av-kumgg38c-75ca97e59c01b404c5ed0daee13f29df{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kumgg38c-75ca97e59c01b404c5ed0daee13f29df .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kumgg38c-75ca97e59c01b404c5ed0daee13f29df .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kumgg38c-75ca97e59c01b404c5ed0daee13f29df 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 2506 Limitation on Remedies\u2014After-Acquired Evidence<\/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\" 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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-kumgie3o-1a26f41d42ce49a41f7b8d829977a109\">\n#top .av_textblock_section.av-kumgie3o-1a26f41d42ce49a41f7b8d829977a109 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kumgie3o-1a26f41d42ce49a41f7b8d829977a109 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2506\u00a0Limitation on Remedies\u2014After-Acquired Evidence<\/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 after [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] [discharged\/refused to hire] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] discovered that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe misconduct, e.g., had provided a false Social Security number<\/span><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 [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] would have [discharged\/refused to hire] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] anyway if [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] had known that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe misconduct<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. You must decide whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] has proved 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\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe misconduct<\/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\">]\u2019s misconduct was sufficiently severe that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would have [discharged\/refused to hire] [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] because of that misconduct alone had [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] known of it; 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 [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would have [discharged\/refused to hire] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] for [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] misconduct as a matter of settled company policy.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[If you find that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] has proved that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe misconduct<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] and that had [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] known of the misconduct earlier, [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] would have [discharged\/refused to hire] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] as required by the elements above, then [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] may recover damages only for any time before 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\">] discovered the misconduct. [[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove the date of discovery if it is contested.]] <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 June 2016, December 2016, May 2019 <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 doctrine of after-acquired evidence refers to an employer\u2019s discovery, after an allegedly wrongful termination of employment or refusal to hire, of information that would have justified a lawful termination or refusal to hire. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas v. Sierra Chemical Co.<\/span>\u00a0(2014) 59 Cal.4th 407, 428 [173 Cal.Rptr.3d 689, 327 P.3d 797].)<\/p>\n<p>There is some uncertainty as to whether or not it is an equitable doctrine. (Compare\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Thompson v. Tracor Flight Systems, Inc.<\/span>\u00a0(2001) 86 Cal.App.4th 1156, 1173 [104 Cal.Rptr.2d 95]\u00a0[doctrine is the basis for an\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">equitable defense<\/span>\u00a0related to the traditional defense of \u201cunclean hands,\u201d italics added] with\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas, supra,<\/span>\u00a059 Cal.4th at p. 428\u00a0[omitting \u201cequitable\u201d].) If it is an equitable doctrine, then the fact-finding in the elements of the instruction would be only advisory to the court, or the elements could be found by the court itself as the trier of fact. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Thompson, supra,<\/span>\u00a086 Cal.App.4th at p. 1173; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Hoopes v. Dolan<\/span>\u00a0(2008) 168 Cal.App.4th 146, 156 [85 Cal.Rptr.3d 337]\u00a0[jury\u2019s factual findings are purely advisory because, on equitable causes of action, the judge is the proper fact finder].)<\/p>\n<p>After-acquired evidence is not a complete defense to liability, but may foreclose otherwise available remedies. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas, supra,<\/span>\u00a059 Cal.4th at pp. 430\u2212431.) Give the optional last paragraph if the court decides to allow the jury to award damages or to make a finding on damages. Add the last sentence of the paragraph if the date on which the defendant discovered the after-acquired evidence is contested.<\/p>\n<p>After-acquired evidence cases must be distinguished from mixed motive cases in which the employer at the time of the employment action has two or more motives, at least one of which is unlawful. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas supra,<\/span>\u00a059 Cal.4th at p. 430;\u00a0CACI No. 2512,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Limitation on Remedies\u2014Same Decision<\/span>.) <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\">\u201cIn general, the after-acquired-evidence doctrine shields an employer from liability or limits available relief where, after a termination, the employer learns for the first time about employee wrongdoing that would have led to the discharge in any event. Employee wrongdoing in after-acquired-evidence cases generally falls into one of two categories: (1) misrepresentations on a resume or job application; or (2) posthire, on-the-job misconduct.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Camp v. Jeffer, Mangels, Butler &amp; Marmaro<\/span>\u00a0(1995) 35 Cal.App.4th 620, 632 [41 Cal.Rptr.2d 329].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe after-acquired-evidence doctrine serves as a complete or partial defense to an employee\u2019s claim of wrongful discharge \u2026 To invoke this doctrine, \u2018\u2026 the employer must establish \u201cthat the wrongdoing was of such severity that the employee in fact would have been terminated on those grounds alone if the employer had known of it\u201d \u2026 [T]he employer \u2026 must show that such a firing would have taken place as a matter of \u201csettled\u201d company policy.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Murillo v. Rite Stuff Foods, Inc.<\/span>\u00a0(1998) 65 Cal.App.4th 833, 842, 845\u2013846 [77 Cal.Rptr.2d 12], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhere an employer seeks to rely upon after-acquired evidence of wrongdoing, it must first establish that the wrongdoing was of such severity that the employee in fact would have been terminated on those grounds alone if the employer had known of it at the time of the discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McKennon v. Nashville Banner Publishing Co.<\/span>\u00a0(1995) 513 U.S. 352, 362\u2013363 [115 S.Ct. 879, 130 L.Ed.2d 852].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cCourts must tread carefully in applying the after-acquired-evidence doctrine to discrimination claims \u2026\u2009. Where, as here, the discriminatory conduct was pervasive during the term of employment, therefore, it would not be sound public policy to bar recovery for injuries suffered while employed. In applying the after-acquired-evidence doctrine, the equities between employer and employee can be balanced by barring all portions of the employment discrimination claim tied to the employee\u2019s discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Murillo<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 65 Cal.App.4th at pp. 849\u2013850.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAs the Supreme Court recognized in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McKennon<\/span>, the use of after-acquired evidence must \u2018take due account of the lawful prerogatives of the employer in the usual course of its business and the corresponding equities that it has arising from the employee\u2019s wrongdoing.\u2019 We appreciate that the facts in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McKennon<\/span>\u00a0\u2026 presented a situation where balancing the equities should permit a finding of employer liability\u2014to reinforce the importance of antidiscrimination laws\u2014while limiting an employee\u2019s damages\u2014to take account of an employer\u2019s business prerogatives. However, the equities compel a different result where an employee who is disqualified from employment by government-imposed requirements nevertheless obtains a job by misrepresenting the pertinent qualifications. In such a situation, the employee should have no recourse for an alleged wrongful termination of employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Camp<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 35 Cal.App.4th at pp. 637\u2013638, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe decline to adopt a blanket rule that material falsification of an employment application is a complete defense to a claim that the employer, while still unaware of the falsification, terminated the employment in violation of the employee\u2019s legal rights.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cooper v. Rykoff-Sexton, Inc.<\/span>\u00a0(1994) 24 Cal.App.4th 614, 617 [29 Cal.Rptr.2d 642].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe doctrine [of after-acquired evidence] is the basis for an equitable defense related to the traditional defense of \u2018unclean hands\u2019 \u2026 [\u00b6] In the present case, there were conflicts in the evidence concerning respondent\u2019s actions, her motivations, and the possible consequences of her actions within appellant\u2019s disciplinary system. The trial court submitted those factual questions to the jury for resolution and then used the resulting special verdict as the basis for concluding appellant was not entitled to equitable reduction of the damages award.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Thompson, supra,<\/span>\u00a086 Cal.App.4th at p. 1173.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cBy definition, after-acquired evidence is not known to the employer at the time of the allegedly unlawful termination or refusal to hire. In after-acquired evidence cases, the employer\u2019s alleged wrongful act in violation of the FEHA\u2019s strong public policy precedes the employer\u2019s discovery of information that would have justified the employer\u2019s decision. To allow such after-acquired evidence to be a complete defense would eviscerate the public policies embodied in the FEHA by allowing an employer to engage in invidious employment discrimination with total impunity.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas, supra<\/span>, 59 Cal.4th at p. 430.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn after-acquired evidence cases, therefore, both the employee\u2019s rights and the employer\u2019s prerogatives deserve recognition. The relative equities will vary from case to case, depending on the nature and consequences of any wrongdoing on either side, a circumstance that counsels against rigidity in fashioning appropriate remedies in those actions where an employer relies on after-acquired evidence to defeat an employee\u2019s FEHA claims.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas, supra<\/span>, 59 Cal.4th at p. 430.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cGenerally, the employee\u2019s remedies should not afford compensation for loss of employment during the period after the employer\u2019s discovery of the evidence relating to the employee\u2019s wrongdoing. When the employer shows that information acquired after the employee\u2019s claim has been made would have led to a lawful discharge or other employment action, remedies such as reinstatement, promotion, and pay for periods after the employer learned of such information would be \u2018inequitable and pointless,\u2019 as they grant remedial relief for a period during which the plaintiff employee was no longer in the defendant\u2019s employment and had no right to such employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas, supra<\/span>, 59 Cal.4th at pp. 430\u2212431.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">The remedial relief generally should compensate the employee for loss of employment from the date of wrongful discharge or refusal to hire to the date on which the employer acquired information of the employee\u2019s wrongdoing or ineligibility for employment. Fashioning remedies based on the relative equities of the parties prevents the employer from violating California\u2019s FEHA with impunity while also preventing an employee or job applicant from obtaining lost wages compensation for a period during which the employee or applicant would not in any event have been employed by the employer. In an appropriate case, it would also prevent an employee from recovering any lost wages when the employee\u2019s wrongdoing is particularly egregious.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Salas, supra<\/span>, 59 Cal.4th at p. 431, footnote 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\u2009223<\/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\u20097:930\u20137:932 (The Rutter Group)<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation Ch. 16-H,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Other Defenses\u2014After-Acquired Evidence of Employee Misconduct<\/span>, \u00b6\u00b6\u200916:615\u201316:616, 16:625, 16:635\u201316:637, 16:647 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Discrimination Claims, \u00a7\u20092.107<\/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\u200941.92\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\u2009115.54[2]\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u20092:88 (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-7gs620-46341c191fdccec1d7e4123d8641ee9d 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-5pkkrc-7c9ce68733f7d8492d8806195f5a5ecf\">\n#top .av_textblock_section.av-5pkkrc-7c9ce68733f7d8492d8806195f5a5ecf .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5pkkrc-7c9ce68733f7d8492d8806195f5a5ecf '   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-1304","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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