{"id":1313,"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=1313"},"modified":"2022-05-05T17:18:53","modified_gmt":"2022-05-05T17:18:53","slug":"caci-2521c-work-environment-harassment-sexual-favoritism-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521c-work-environment-harassment-sexual-favoritism-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/","title":{"rendered":"CACI 2521C Work Environment Harassment\u2014Sexual Favoritism\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j))"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuo000au-4df99509f4c4644e608dfdbe22aa3eb1\">\n#top .av-special-heading.av-kuo000au-4df99509f4c4644e608dfdbe22aa3eb1{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuo000au-4df99509f4c4644e608dfdbe22aa3eb1 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuo000au-4df99509f4c4644e608dfdbe22aa3eb1 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuo000au-4df99509f4c4644e608dfdbe22aa3eb1 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 2521C Work Environment Harassment\u2014Sexual Favoritism\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j))<\/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-kuo01bmp-cfaf309f30fd0779413bf48fcafc2481\">\n#top .av_textblock_section.av-kuo01bmp-cfaf309f30fd0779413bf48fcafc2481 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuo01bmp-cfaf309f30fd0779413bf48fcafc2481 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2521C\u00a0Work Environment Harassment\u2014Sexual Favoritism\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j))<\/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 [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was subjected to harassment based on sexual favoritism at [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] and that this harassment created a work environment that was hostile, intimidating, offensive, oppressive, or abusive. \u201cSexual favoritism\u201d means that another employee has received preferential treatment with regard to promotion, work hours, assignments, or other significant employment benefits or opportunities because of a sexual relationship with an individual representative of the employer who was in a position to grant those preferences.<\/span><\/p>\n<p><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 [an employee of\/a person providing services under a contract with\/an unpaid intern with\/a volunteer with] [<\/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 there was sexual favoritism in the work environment;<\/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 sexual favoritism was severe or pervasive;<\/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 a reasonable [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe member of protected group, e.g., woman<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] in [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s circumstances would have considered the conduct to be hostile, intimidating, offensive, oppressive, or abusive because of the sexual favoritism;<\/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\">] considered the conduct to be hostile, intimidating, offensive, oppressive, or abusive because of the sexual favoritism;<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Select applicable basis of defendant\u2019s liability:<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[That a supervisor [engaged in the conduct\/created the sexual favoritism];]<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">or<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span><\/p>\n<p><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\">] [or [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/its] supervisors or agents] knew or should have known of the sexual favoritism and failed to take immediate and appropriate corrective action;]<\/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 [<\/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\">8.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That the conduct was 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. <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\">Derived from former CACI No. 2521 December 2007; Revised December 2015, May 2018, July 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>This instruction is for use in a hostile work environment case involving sexual favoritism when the defendant is an employer or other entity covered by the FEHA. For an individual defendant, such as the alleged harasser or plaintiff\u2019s coworker, see\u00a0CACI No. 2522C,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u2014Sexual Favoritism\u2014<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Essential Factual Elements\u2014Individual Defendant.<\/span>\u00a0For a case in which the plaintiff is the target of harassment based on a protected status such as gender, race, or sexual orientation, see\u00a0CACI No. 2521A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant.<\/span>\u00a0For an instruction for use if the plaintiff is not the target of the harassment, see\u00a0CACI No. 2521B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment\u2014Conduct Directed at Others\u2014Essential Factual Elements\u2014Employer or Entity Defendant.<\/span>\u00a0Also read\u00a0CACI No. 2523,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cHarassing Conduct\u201d Explained<\/span>, and\u00a0CACI No. 2524,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cSevere or Pervasive\u201d Explained<\/span>.<\/p>\n<p>In element 6, select the applicable basis of employer liability: (a) strict liability for a supervisor\u2019s harassing conduct, or (b) the employer\u2019s ratification of the conduct. For a definition of \u201csupervisor,\u201d see\u00a0CACI No. 2525,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harassment\u2014\u201cSupervisor\u201d Defined.<\/span>\u00a0If there are both employer and individual supervisor defendants (see\u00a0CACI No. 2522C,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u2014Sexual Favoritism\u2014<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Essential Factual Elements\u2014Individual Defendant<\/span>) and both are found liable, they are both jointly and severally liable for any damages. Comparative fault and Proposition 51 do not apply to the employer\u2019s strict liability for supervisor harassment. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dep\u2019t of Health Servs. v. Superior Court<\/span>\u00a0(2003) 31 Cal.4th 1026, 1041\u20131042 [6 Cal.Rptr.3d 441, 79 P.3d 556]; see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bihun v. AT&amp;T Information Systems, Inc.<\/span>\u00a0(1993) 13 Cal.App.4th 976, 1000 [16 Cal.Rptr.2d 787], disapproved on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Lakin v. Watkins Associated Industries<\/span>\u00a0(1993) 6 Cal.4th 644, 664 [25 Cal.Rptr.2d 109, 863 P.2d 179]; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rashtian v. BRAC-BH, Inc.<\/span>\u00a0(1992) 9 Cal.App.4th 1847, 1851 [12 Cal.Rptr.2d 411] [Proposition 51 cannot be applied to those who are without fault and only have vicarious liability by virtue of some statutory fiat].)<\/p>\n<p>See also the Sources and Authority to\u00a0CACI No. 2521A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant. <br class=\"avia-permanent-lb\" \/><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\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_3\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Declaration of Legislative Intent With Regard to Application of the Laws About Harassment.\u00a0Government Code section 12923.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Harassment Prohibited Under Fair Employment and Housing Act.\u00a0Government Code section 12940(j)(1).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cEmployer\u201d Defined for Harassment.\u00a0Government Code section 12940(j)(4)(A).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Person Providing Services Under Contract.\u00a0Government Code section 12940(j)(5).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Harassment Because of Sex.\u00a0Government Code section 12940(j)(4)(C).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Aiding and Abetting Fair Employment and Housing Act Violations.\u00a0Government Code section 12940(i).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Perception and Association.\u00a0Government Code section 12926(o).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe elements [of a prima facie claim of hostile-environment sexual harassment] are: (1) plaintiff belongs to a protected group; (2) plaintiff was subject to unwelcome sexual harassment; (3) the harassment complained of was based on sex; (4) the harassment complained of was sufficiently pervasive so as to alter the conditions of employment and create an abusive working environment; and (5) respondeat superior.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Fisher v. San Pedro Peninsula Hospital<\/span>\u00a0(1989) 214 Cal.App.3d 590, 608 [262 Cal.Rptr. 842], footnote omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he adjudicator\u2019s inquiry should center, dominantly, on whether the discriminatory conduct has unreasonably interfered with the plaintiff\u2019s work performance. To show such interference, \u2018the plaintiff need not prove that his or her tangible productivity has declined as a result of the harassment.\u2019 It suffices to prove that a reasonable person subjected to the discriminatory conduct would find, as the plaintiff did, that the harassment so altered working conditions as to \u2018make it more difficult to do the job.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris v. Forklift Sys.<\/span>\u00a0(1993) 510 U.S. 17, 25 [114 S.Ct. 367, 126 L.Ed.2d 295], conc. opn. of Ginsburg, J; see\u00a0Gov. Code, \u00a7\u200912923(a)\u00a0endorsing this language as reflective of California law.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cFollowing the guidance of the EEOC, and also employing standards adopted in our prior cases, we believe that an employee may establish an actionable claim of sexual harassment under the FEHA by demonstrating that widespread sexual favoritism was severe or pervasive enough to alter his or her working conditions and create a hostile work environment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Miller v. Dept. of Corrections<\/span>\u00a0(2005) 36 Cal.4th 446, 466 [30 Cal.Rptr.3d 797, 115 P.3d 77], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[S]exual favoritism by a manager may be actionable when it leads employees to believe that \u2018they [can] obtain favorable treatment from [the manager] if they became romantically involved with him\u2019, the affair is conducted in a manner \u2018so indiscreet as to create a hostile work environment,\u2019 or the manager has engaged in \u2018other pervasive conduct \u2026 which created a hostile work environment.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Miller, supra,<\/span>\u00a036 Cal.4th at p. 465, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] romantic relationship between a supervisor and an employee does not, without more, give rise to a sexual discrimination or sexual harassment claim either under the FEHA or the public policy of the state.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Proksel v. Gattis<\/span>\u00a0(1996) 41 Cal.App.4th 1626, 1631 [49 Cal.Rptr.2d 322].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe FEHA imposes two standards of employer liability for sexual harassment, depending on whether the person engaging in the harassment is the victim\u2019s supervisor or a nonsupervisory coemployee. The employer is liable for harassment by a nonsupervisory employee only if the employer (a) knew or should have known of the harassing conduct and (b) failed to take immediate and appropriate corrective action. This is a negligence standard. Because the FEHA imposes this negligence standard only for harassment \u2018by an employee other than an agent or supervisor\u2019, by implication the FEHA makes the employer strictly liable for harassment by a supervisor.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Servs.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 31 Cal.4th at pp. 1040\u20131041, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe applicable language of the FEHA does not suggest that an employer\u2019s liability for sexual harassment by a supervisor is constrained by principles of agency law. Had the Legislature so intended, it would have used language in the FEHA imposing the negligence standard of liability on acts of harassment by an employee \u2018other than an agent,\u2019 \u2018not acting as the employer\u2019s agent,\u2019 or \u2018not acting within the scope of an agency for the employer.\u2019 By providing instead in section 12940, subdivision (j)(1), that the negligence standard applies to acts of harassment \u2018by an employee other than an agent\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">or supervisor<\/span>\u2019 (italics added), the Legislature has indicated that all acts of harassment by a supervisor are to be exempted from the negligence standard, whether or not the supervisor was then acting as the employer\u2019s agent, and that agency principles come into play only when the harasser is not a supervisor. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Servs.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 31 Cal.4th at p. 1041, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]n order for the employer to avoid strict liability for the supervisor\u2019s actions under the FEHA, the harassment must result from a completely private relationship unconnected with the employment. Otherwise, the employer is strictly liable for the supervisor\u2019s actions regardless of whether the supervisor was acting as the employer\u2019s agent.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Myers v. Trendwest Resorts, Inc.<\/span>\u00a0(2007) 148 Cal.App.4th 1403, 1421 [56 Cal.Rptr.3d 501].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn order to be actionable, it must be shown that respondents knew, or should have known, of the alleged harassment and failed to take appropriate action.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McCoy v. Pacific Maritime Assn.<\/span>\u00a0(2013) 216 Cal.App.4th 283, 294 [156 Cal.Rptr.3d 851].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIf an employee other than an agent or supervisor commits the harassment, and the employer takes immediate and appropriate corrective action when it becomes or reasonably should become aware of the conduct\u2014for example, when the victim or someone else informs the employer\u2014there simply is no \u2018unlawful employment practice\u2019 that the FEHA governs.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Carrisales v. Dept. of Correction<\/span>s\u00a0(1999) 21 Cal.4th 1132, 1136 [90 Cal.Rptr.2d 804, 988 P.2d 1083], called into doubt on other grounds by statute.) <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>4 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u00a7\u2009363, 370<\/div>\n<div>Chin et al., Cal. Practice Guide: Employment Litigation, Ch. 10-B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sexual Harassment<\/span>, \u00b6\u00b6\u200910:40, 10:110\u201310:260 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Discrimination Claims, \u00a7\u00a7\u20092.68, 2.75, Sexual and Other Harassment, \u00a7\u00a7\u20093.1, 3.14, 3.17, 3.21, 3.36, 3.45<\/div>\n<div>2\u00a0Wilcox, California Employment Law, Ch. 41,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Substantive Requirements Under Equal Employment Opportunity Laws,<\/span>\u00a0\u00a7\u00a7\u200941.80[1][a],\u00a041.81[1][b]\u00a0(Matthew Bender)<\/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>\u00a0\u00a7\u200943.01[10][g][i]\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>\u00a0\u00a7\u2009115.36\u00a0(Matthew Bender)<\/div>\n<div>California Civil Practice: Employment Litigation \u00a7\u20092:56 (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-t572p-477761932ded2be29a1f3376aab55258 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-5deovl-c8d71aa360721c5327dbee61bc9dfa73\">\n#top .av_textblock_section.av-5deovl-c8d71aa360721c5327dbee61bc9dfa73 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5deovl-c8d71aa360721c5327dbee61bc9dfa73 '   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-1313","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 2521C Work Environment Harassment\u2014Sexual Favoritism\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. 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