{"id":1317,"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=1317"},"modified":"2022-05-05T17:15:26","modified_gmt":"2022-05-05T17:15:26","slug":"caci-2513-business-judgment","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2513-business-judgment\/","title":{"rendered":"CACI 2513 Business Judgment"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kunztj9e-d254baa584cabb7b9108f9f0c4d8d872\">\n#top .av-special-heading.av-kunztj9e-d254baa584cabb7b9108f9f0c4d8d872{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kunztj9e-d254baa584cabb7b9108f9f0c4d8d872 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kunztj9e-d254baa584cabb7b9108f9f0c4d8d872 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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-kunzujc0-17b1fcb5b0db1eeff36bee171c1e9bc0\">\n#top .av_textblock_section.av-kunzujc0-17b1fcb5b0db1eeff36bee171c1e9bc0 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kunzujc0-17b1fcb5b0db1eeff36bee171c1e9bc0 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2513\u00a0Business Judgment<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In California, employment is presumed to be \u201cat will.\u201d That means that an employer may [discharge\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other adverse action<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]] an employee for no reason, or for a good, bad, mistaken, unwise, or even unfair reason, as long as its action is not for a [discriminatory\/retaliatory] reason. <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 December 2013 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>Give this instruction to advise the jury that the employer\u2019s adverse action is not illegal just because it is ill-advised. It has been held to be error not to give this instruction. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Veronese v. Lucasfilm Ltd.<\/span>\u00a0(2012) 212 Cal.App.4th 1, 20\u201324 [151 Cal.Rptr.3d 41].) <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\">At-Will Employment.\u00a0Labor Code section 2922.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] plaintiff in a discrimination case must show discrimination, not just that the employer\u2019s decision was wrong, mistaken, or unwise.\u2009\u2026\u2009\u2018\u2009\u201cThe employer may fire an employee for a good reason, a bad reason, a reason based on erroneous facts, or for no reason at all, as long as its action is not for a discriminatory reason.\u2009\u2026\u2009\u2018While an employer\u2019s judgment or course of action may seem poor or erroneous to outsiders, the relevant question is \u2026 whether the given reason was a pretext for illegal discrimination. The employer\u2019s stated legitimate reason \u2026 does not have to be a reason that the judge or jurors would act on or approve.\u2019\u2009\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Veronese, supra,<\/span>\u00a0212 Cal.App.4th at p. 21, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]f nondiscriminatory, [defendant]\u2019s true reasons need not necessarily have been wise or correct. While the objective soundness of an employer\u2019s proffered reasons supports their credibility\u2009\u2026\u2009, the ultimate issue is simply whether the employer acted with\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">a motive to discriminate illegally<\/span>. Thus, \u2018legitimate\u2019 reasons in this context are reasons that are\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">facially unrelated to prohibited bias<\/span>, and which, if true, would thus preclude a finding of\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">discrimination<\/span>.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Guz v. Bechtel National, Inc.<\/span>\u00a0(2000) 24 Cal.4th 317, 358 [100 Cal.Rptr.2d 352, 8 P.3d 1089], original italics, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[U]nder the law [defendant] was entitled to exercise her business judgment, without second guessing. But [the court] refused to tell the jury that. That was error.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Veronese, supra,<\/span>\u00a0212 Cal.App.4th at p. 24.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAn employment decision based on political concerns, even if otherwise unfair, is not actionable under section 12940 so long as the employee\u2019s race or other protected status is not a substantial factor in the decision.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Diego v. City of Los Angeles<\/span>\u00a0(2017) 15 Cal.App.5th 338, 355 [223 Cal.Rptr.3d 173].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhat constitutes satisfactory performance is of course a question ordinarily vested in the employer\u2019s sole discretion. An employer is free to set standards that might appear unreasonable to outside observers, and to discipline employees who fail to meet those standards, so long as the standards are applied evenhandedly. But that does not mean that an employer conclusively establishes the governing standard of competence in an employment discrimination action merely by asserting that the plaintiff\u2019s performance was less than satisfactory. Evidence of the employer\u2019s policies and practices, including its treatment of other employees, may support a contention, and an eventual finding, that the plaintiff\u2019s job performance did in fact satisfy the employer\u2019s own norms.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cheal v. El Camino Hospital<\/span>\u00a0(2014) 223 Cal.App.4th 736, 742\u2013743 [167 Cal.Rptr.3d 485].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe central issue is and should remain whether the evidence as a whole supports a reasoned inference that the challenged action was the product of discriminatory or retaliatory animus. The employer\u2019s mere articulation of a legitimate reason for the action cannot answer this question; it can only dispel the presumption of improper motive that would otherwise entitle the employee to a judgment in his favor.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cheal, supra<\/span>, 223 Cal.App.4th at p. 755.) <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\u2009244 et seq.<\/div>\n<div>8 Witkin, Summary of California Law (11th ed. 2017) Constitutional Law, \u00a7\u00a7\u20091017\u20131021<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 4-A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employment Presumed At Will<\/span>, \u00b6\u20094:25 (The Rutter Group)<\/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\u20097:194, 7:200\u20137:201, 7:356, 7:391\u20137:392, 7:530, 7:531, 7:535 (The Rutter Group)<\/div>\n<div>4\u00a0Wilcox, California Employment Law, Ch. 60,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Liability for Wrongful Termination and Discipline,\u00a0<\/span>\u00a7\u200960.01 et seq.\u00a0(Matthew Bender)<\/div>\n<div>21\u00a0California Forms of Pleading and Practice, Ch. 249,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employment Law: Termination and Discipline<\/span>, \u00a7\u2009249.11\u00a0(Matthew Bender)<\/div>\n<div>10\u00a0California Points and Authorities, Ch. 100,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer and Employee: Wrongful Termination and Discipline<\/span>, \u00a7\u2009100.23\u00a0(Matthew Bender)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-82emr9-f305303e5d1271b6623f4862ce6f0d89 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-j5445-76fe0e4ba9a4c76edfc03688256db882\">\n#top .av_textblock_section.av-j5445-76fe0e4ba9a4c76edfc03688256db882 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-j5445-76fe0e4ba9a4c76edfc03688256db882 '   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-1317","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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