{"id":1315,"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=1315"},"modified":"2022-05-05T17:17:13","modified_gmt":"2022-05-05T17:17:13","slug":"caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-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-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/","title":{"rendered":"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\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-kunzwiby-4d2a756156ae6a562aef83d6c0f5ffc7\">\n#top .av-special-heading.av-kunzwiby-4d2a756156ae6a562aef83d6c0f5ffc7{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kunzwiby-4d2a756156ae6a562aef83d6c0f5ffc7 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kunzwiby-4d2a756156ae6a562aef83d6c0f5ffc7 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kunzwiby-4d2a756156ae6a562aef83d6c0f5ffc7 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 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\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-kunzxx6y-863af6c65c32cdc7dfb51cf462dfcd22\">\n#top .av_textblock_section.av-kunzxx6y-863af6c65c32cdc7dfb51cf462dfcd22 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kunzxx6y-863af6c65c32cdc7dfb51cf462dfcd22 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2521A\u00a0Work Environment Harassment\u2014Conduct Directed at Plaintiff\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 [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe protected status, e.g., race, gender, or age<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] 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.<\/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\">] and that this harassment created a work environment that was hostile, intimidating, offensive, oppressive, or abusive.<\/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 [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was subjected to harassing conduct because [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">protected status, e.g., a woman<\/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\">3.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That the harassing conduct 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\">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 work environment to be hostile, intimidating, offensive, oppressive, or abusive;<\/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 work environment to be hostile, intimidating, offensive, oppressive, or abusive;<\/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;]<\/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 conduct 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 June 2013, 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 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. 2522A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Individual Defendant.<\/span>\u00a0For a case in which 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>\u00a0For an instruction for use if the hostile environment is due to sexual favoritism, see\u00a0CACI No. 2521C,\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\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>Modify element 2 if plaintiff was not actually a member of the protected class, but alleges harassment because the plaintiff was perceived to be a member, or associated with someone who was or was perceived to be a member, of the protected class. (See\u00a0Gov. Code, \u00a7\u200912926(o).)<\/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>. If there are both employer and individual supervisor defendants (see\u00a0CACI No. 2522A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential 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 Dept. 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].) <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\">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\">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\">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\">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\">\u201cTo establish a prima facie case of a hostile work environment, [the plaintiff] must show that (1) [plaintiff] is a member of a protected class; (2) [plaintiff] was subjected to unwelcome harassment; (3) the harassment was based on [plaintiff\u2019s] protected status; (4) the harassment unreasonably interfered with [plaintiff\u2019s] work performance by creating an intimidating, hostile, or offensive work environment; and (5) defendants are liable for the harassment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ortiz v. Dameron Hospital Assn.<\/span>\u00a0(2019) 37 Cal.App.5th 568, 581 [250 Cal.Rptr.3d 1].)<\/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\">\u201c[A]n employer is strictly liable for all acts of sexual 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 p. 1042.)<\/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 Services<\/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\">\u201cWhen the harasser is a nonsupervisory employee, employer liability turns on a showing of negligence (that is, the employer knew or should have known of the harassment and failed to take appropriate corrective action).\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rehmani v. Superior Court<\/span>\u00a0(2012) 204 Cal.App.4th 945, 952 [139 Cal.Rptr.3d 464].)<\/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 Corrections\u00a0<\/span>(1999) 21 Cal.4th 1132, 1136 [90 Cal.Rptr.2d 804, 988 P.2d 1083], called into doubt on other grounds by statute.)<\/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\">Employers may be liable for the conduct of certain agents. (See\u00a0Gov. Code, \u00a7\u00a7\u200912925(d),\u00a012926(d), and\u00a012940(j)(1)\u00a0and\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reno v. Baird<\/span>\u00a0(1998) 18 Cal.4th 640, 658 [76 Cal.Rptr.2d 499, 957 P.2d 1333]\u00a0[California Supreme Court declined to express opinion whether \u201cagent\u201d language in the FEHA merely incorporates respondeat superior principles or has some other meaning].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cHere, [defendant] was jointly liable with its employees on a respondeat superior or vicarious liability theory on every cause of action in which it was named as a defendant.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bihun<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 13 Cal.App.4th at p. 1000.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McDonnell Douglas<\/span>\u00a0burden-shifting framework does not apply to [plaintiff]\u2019s harassment claim either. Since \u2018there is no possible justification for harassment in the workplace,\u2019 an employer cannot offer a legitimate nondiscriminatory reason for it.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cornell v. Berkeley Tennis Club<\/span>\u00a0(2017) 18 Cal.App.5th 908, 927 [227 Cal.Rptr.3d 286].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]lthough no California cases have directly addressed racial harassment in the workplace, the California courts have applied the federal threshold standard to claims of sexual harassment and held that FEHA is violated when the harassment was \u2018sufficiently severe or pervasive to alter the conditions of the victim\u2019s employment.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Etter v. Veriflo Corp.<\/span>\u00a0(1998) 67 Cal.App.4th 457, 464\u2013465 [79 Cal.Rptr.2d 33], internal citations and footnote omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhen the workplace is permeated with discriminatory intimidation, ridicule and insult that is \u2018sufficiently severe or pervasive to alter the conditions of the victim\u2019s employment and create an abusive working environment,\u2019 the law is violated.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kelly-Zurian v. Wohl Shoe Co., Inc.<\/span>\u00a0(1994) 22 Cal.App.4th 397, 409 [27 Cal.Rptr.2d 457], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[N]ot every utterance of a racial slur in the workplace violates the FEHA or Title VII. As the United States Supreme Court has recognized in the context of sexual harassment: \u2018[N]ot all workplace conduct that may be described as \u201charassment\u201d affects a \u201cterm, condition, or privilege\u201d of employment within the meaning of Title VII. For sexual harassment to be actionable, it must be sufficiently severe or pervasive \u201cto alter the conditions of [the victim\u2019s] employment and create an abusive working environment.\u201d\u2009\u2019 \u2026 \u2018Conduct that is not severe or pervasive enough to create an objectively hostile or abusive work environment\u2014an environment that a reasonable person would find hostile or abusive\u2014is beyond Title VII\u2019s purview. Likewise, if the victim does not subjectively perceive the environment to be abusive, the conduct has not actually altered the conditions of the victim\u2019s employment, and there is no Title VII violation.\u2019 \u2026 California courts have adopted the same standard in evaluating claims under the FEHA.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Aguilar v. Avis Rent A Car System, Inc.<\/span>\u00a0(1999) 21 Cal.4th 121, 129\u2013130 [87 Cal.Rptr.2d 132, 980 P.2d 846], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cTo be actionable, \u2018a sexually objectionable environment must be both objectively and subjectively offensive, one that a reasonable person would find hostile or abusive, and one that the victim in fact did perceive to be so.\u2019 That means a plaintiff who subjectively perceives the workplace as hostile or abusive will not prevail under the FEHA, if a reasonable person in the plaintiff\u2019s position, considering all the circumstances, would not share the same perception. Likewise, a plaintiff who does not perceive the workplace as hostile or abusive will not prevail, even if it objectively is so.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Lyle v. Warner Brothers Television Productions<\/span>\u00a0(2006) 38 Cal.4th 264, 284 [42 Cal.Rptr.3d 2, 132 P.3d 211], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe stray remarks doctrine \u2026 allows a court to weigh and assess the remarks in isolation, and to disregard the potentially damaging nature of discriminatory remarks simply because they are made by \u2018nondecisionmakers, or [made] by decisionmakers unrelated to the decisional process.\u2019 [Defendant] also argues that ambiguous remarks are stray, irrelevant, prejudicial, and inadmissible. However, \u2018the task of disambiguating ambiguous utterances is for trial, not for summary judgment.\u2019 Determining the weight of discriminatory or ambiguous remarks is a role reserved for the jury.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reid v. Google, Inc.<\/span>\u00a0(2010) 50 Cal.4th 512, 540\u2013541 [113 Cal.Rptr.3d 327, 235 P.3d 988], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]n reviewing the trial court\u2019s grant of [defendant]\u2019s summary judgment motion, the Court of Appeal properly considered evidence of alleged discriminatory comments made by decision makers and coworkers along with all other evidence in the record.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reid, supra<\/span>, 50 Cal.4th at p. 545.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[M]any employment cases present issues of intent, and motive, and hostile working environment, issues not determinable on paper. Such cases, we caution, are rarely appropriate for disposition on summary judgment, however liberalized it be.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Nazir v. United Airlines, Inc.<\/span>\u00a0(2009) 178 Cal.App.4th 243, 286 [100 Cal.Rptr.3d 296].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn contending that the \u2018subjectively offensive\u2019 element was not proven, a defendant \u2018will assert that a plaintiff consented to the conduct through active participation in it, or was not injured because the plaintiff did not subjectively find it abusive.\u2019 [\u00b6] [Evidence Code] Section 1106\u00a0limits the evidence the defendant may use to support this assertion. It provides that \u2018[i]n any civil action alleging conduct which constitutes sexual harassment, sexual assault, or sexual battery, opinion evidence, reputation evidence, and evidence of specific instances of the plaintiff\u2019s sexual conduct, or any of that evidence, is not admissible by the defendant in order to prove consent by the plaintiff or the absence of injury to the plaintiff \u2026\u2009.\u2019 This general rule is, however, subject to the exception that it \u2018does not apply to evidence of the plaintiff\u2019s sexual conduct with the alleged perpetrator.\u2019 The term \u2018sexual conduct\u2019 within the meaning of section 1106 has been broadly construed to include \u2018all active or passive behavior (whether statements or actions), that either directly or through reasonable inference establishes a plaintiff\u2019s willingness to engage in sexual activity,\u2019 including \u2018racy banter, sexual horseplay, and statements concerning prior, proposed, or planned sexual exploits.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Meeks v. AutoZone, Inc.<\/span>\u00a0(2018) 24 Cal.App.5th 855, 874 [235 Cal.Rptr.3d 161], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]llegations of a racially hostile work-place must be assessed from the perspective of a reasonable person belonging to the racial or ethnic group of the plaintiff.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McGinest v. GTE Serv. Corp.<\/span>\u00a0(9th Cir. 2004) 360 F.3d 1103, 1115.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder \u2026 FEHA, sexual harassment can occur between members of the same gender as long as the plaintiff can establish the harassment amounted to discrimination\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">because of sex<\/span>.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Lewis v. City of Benicia<\/span>\u00a0(2014) 224 Cal.App.4th 1519, 1525 [169 Cal.Rptr.3d 794], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]here is no requirement that the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">motive<\/span>\u00a0behind the sexual harassment must be sexual in nature. \u2018[H]arassing conduct need not be motivated by sexual desire to support an inference of discrimination on the basis of sex.\u2019 Sexual harassment occurs when, as is alleged in this case, sex is used as a weapon to create a hostile work environment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Singleton v. United States Gypsum Co.<\/span>\u00a0(2006) 140 Cal.App.4th 1547, 1564 [45 Cal.Rptr.3d 597], original italics, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe plaintiff must show that the harassing conduct took place because of the plaintiff\u2019s sex, but need not show that the conduct was motivated by sexual desire. For example, a female plaintiff can prevail by showing that the harassment was because of the defendant\u2019s bias against women; she need not show that it was because of the defendant\u2019s sexual interest in women. In every case, however, the plaintiff must show a discriminatory intent or motivation based on gender.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Pantoja v. Anton<\/span>\u00a0(2011) 198 Cal.App.4th 87, 114 [129 Cal.Rptr.3d 384], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] heterosexual male is subjected to harassment because of sex under the FEHA when attacks on his heterosexual identity are used as a tool of harassment in the workplace, irrespective of whether the attacks are motivated by sexual desire or interest.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Taylor v. Nabors Drilling USA, LP<\/span>\u00a0(2014) 222 Cal.App.4th 1228, 1239\u20131240 [166 Cal.Rptr.3d 676].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA recent legislative amendment modifies section 12940, subdivision (j)(4)(C) (a provision of FEHA specifying types of conduct that constitute harassment because of sex) to read: \u2018For purposes of this subdivision, \u201charassment\u201d because of sex includes sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions.\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sexually harassing conduct need not be motivated by sexual desire<\/span>.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Lewis<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 224 Cal.App.4th at p. 1527 fn. 8, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cCalifornia courts have held so-called \u2018me too\u2019 evidence, that is, evidence of gender bias against employees other than the plaintiff, may be admissible evidence in discrimination and harassment cases.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Meeks, supra,<\/span>\u00a024 Cal.App.5th at p. 871.) <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\u00a7\u2009363, 370<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 10-A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Sources Of Law Prohibiting Harassment<\/span>, \u00b6\u00b6\u200910:18\u201310:19, 10:22, 10:31 (The Rutter Group)<\/div>\n<div>Chin et al., California 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-7l29wj-0efaeb623b35e2bd3991a593de1c1917 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-maxc3-64c3cd9bb5bb5d634802e90df35758bd\">\n#top .av_textblock_section.av-maxc3-64c3cd9bb5bb5d634802e90df35758bd .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-maxc3-64c3cd9bb5bb5d634802e90df35758bd '   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-1315","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 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j)) - Judicial Council California Civil Jury Instructions CACI<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-\u00a7\u00a7-12923-12940j\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j)) - Judicial Council California Civil Jury Instructions CACI\" \/>\n<meta property=\"og:url\" content=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-\u00a7\u00a7-12923-12940j\/\" \/>\n<meta property=\"og:site_name\" content=\"Judicial Council California Civil Jury Instructions CACI\" \/>\n<meta property=\"article:modified_time\" content=\"2022-05-05T17:17:13+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"14 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\\\/\",\"url\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\\\/\",\"name\":\"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j)) - Judicial Council California Civil Jury Instructions CACI\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/#website\"},\"datePublished\":\"2021-10-25T03:51:09+00:00\",\"dateModified\":\"2022-05-05T17:17:13+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/home\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j))\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/#website\",\"url\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/\",\"name\":\"Judicial Council California Civil Jury Instructions CACI\",\"description\":\"California Civil Jury Instructions CACI site\",\"publisher\":{\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/#organization\",\"name\":\"CrowdSource Lawyers\",\"url\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2021\\\/09\\\/CrowdSource-Logo.png\",\"contentUrl\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2021\\\/09\\\/CrowdSource-Logo.png\",\"width\":453,\"height\":208,\"caption\":\"CrowdSource Lawyers\"},\"image\":{\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/#\\\/schema\\\/logo\\\/image\\\/\"}}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j)) - Judicial Council California Civil Jury Instructions CACI","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-\u00a7\u00a7-12923-12940j\/","og_locale":"en_US","og_type":"article","og_title":"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j)) - Judicial Council California Civil Jury Instructions CACI","og_url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-\u00a7\u00a7-12923-12940j\/","og_site_name":"Judicial Council California Civil Jury Instructions CACI","article_modified_time":"2022-05-05T17:17:13+00:00","twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"14 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/","url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/","name":"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j)) - Judicial Council California Civil Jury Instructions CACI","isPartOf":{"@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/#website"},"datePublished":"2021-10-25T03:51:09+00:00","dateModified":"2022-05-05T17:17:13+00:00","breadcrumb":{"@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2521a-work-environment-harassment-conduct-directed-at-plaintiff-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7%c2%a7-12923-12940j\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/home\/"},{"@type":"ListItem","position":2,"name":"CACI 2521A Work Environment Harassment\u2014Conduct Directed at Plaintiff\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u00a7\u200912923, 12940(j))"}]},{"@type":"WebSite","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/#website","url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/","name":"Judicial Council California Civil Jury Instructions CACI","description":"California Civil Jury Instructions CACI site","publisher":{"@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/#organization","name":"CrowdSource Lawyers","url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/#\/schema\/logo\/image\/","url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-content\/uploads\/sites\/2\/2021\/09\/CrowdSource-Logo.png","contentUrl":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-content\/uploads\/sites\/2\/2021\/09\/CrowdSource-Logo.png","width":453,"height":208,"caption":"CrowdSource Lawyers"},"image":{"@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/#\/schema\/logo\/image\/"}}]}},"_links":{"self":[{"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/pages\/1315","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/comments?post=1315"}],"version-history":[{"count":1,"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/pages\/1315\/revisions"}],"predecessor-version":[{"id":3807,"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/pages\/1315\/revisions\/3807"}],"wp:attachment":[{"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/media?parent=1315"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}