{"id":1319,"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=1319"},"modified":"2022-05-05T17:13:55","modified_gmt":"2022-05-05T17:13:55","slug":"caci-2511-adverse-action-made-by-decision-maker-without-animus-cats-paw","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2511-adverse-action-made-by-decision-maker-without-animus-cats-paw\/","title":{"rendered":"CACI 2511 Adverse Action Made by Decision Maker Without Animus (Cat\u2019s Paw)"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kunzqgqy-bfce6f644ee6c1f4ea508c876fd61c6d\">\n#top .av-special-heading.av-kunzqgqy-bfce6f644ee6c1f4ea508c876fd61c6d{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kunzqgqy-bfce6f644ee6c1f4ea508c876fd61c6d 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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-kunzrp36-9fd572e98f8a7309b8841acbbbe7bbd8\">\n#top .av_textblock_section.av-kunzrp36-9fd572e98f8a7309b8841acbbbe7bbd8 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kunzrp36-9fd572e98f8a7309b8841acbbbe7bbd8 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2511\u00a0Adverse Action Made by Decision Maker Without Animus (Cat\u2019s Paw)<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In this case, the decision to [discharge\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other adverse employment action<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was made by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of decision maker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. Even if [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of decision maker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] did not hold any [discriminatory\/retaliatory] intent [or was unaware of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s conduct on which the claim of retaliation is based], [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] may still be liable for [discrimination\/retaliation] if [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of decision maker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] followed a recommendation from or relied on facts provided by another person who had [discriminatory\/retaliatory] intent.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">To succeed, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove both 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\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify protected activity or attribute<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was a substantial motivating reason for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of other person<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify acts on which decision maker relied<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]; and<\/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 other person<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify acts on which decision maker relied<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was a substantial motivating reason for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of decision maker<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s decision to [discharge\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other adverse employment action<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. <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\">New December 2012; Revised June 2013, May 2020, November 2020 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>Give this instruction if the \u201ccat\u2019s paw\u201d rule is a factor in the case. Under the cat\u2019s paw rule, the person who actually took the adverse employment action against the employee was not acting out of any improper animus. The decision maker, however, acted on information provided by another person who was acting out of discriminatory or retaliatory animus with the objective of causing the adverse employment action. The decision maker is referred to as the \u201ccat\u2019s paw\u201d of the person with the animus. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves v. Safeway Stores, Inc.<\/span>\u00a0(2004) 121 Cal.App.4th 95, 100 [16 Cal.Rptr.3d 717];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McGrory v. Applied Signal Technology, Inc.<\/span>\u00a0(2013) 212 Cal.App.4th 1510, 1536 [152 Cal.Rptr.3d 154]\u00a0[accepting the legal premise that an employer may be held liable on the basis of a non-supervisor\u2019s discriminatory motivation].) The cases have not yet defined the scope of the cat\u2019s paw rule when the decision maker relies on the acts of a nonsupervisory coworker or other person involved in the employment decision.<\/p>\n<p>The purpose of this instruction is to make it clear to the jury that they are not to evaluate the motives or knowledge of the decision maker, but rather to decide whether the acts of another person with animus actually caused the adverse action. Give the optional language in the second sentence of the first paragraph in a retaliation case in which the decision maker was not aware of the plaintiff\u2019s conduct that allegedly led to the retaliation (defense of ignorance). (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves, supra,<\/span>\u00a0121 Cal.App.4th at pp. 106\u2013108.)<\/p>\n<p>Element 1 requires that the protected activity or attribute be a substantial motivating reason for the retaliatory acts. Element 2 requires that the other person\u2019s improper motive be a substantial motivating reason for the decision maker\u2019s action. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris v. City of Santa Monica<\/span>\u00a0(2013) 56 Cal.4th 203, 232 [152 Cal.Rptr.3d 392, 294 P.3d 49]; see also\u00a0CACI No. 2507,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cSubstantial Motivating Reason\u201d Explained<\/span>.)<\/p>\n<p>In both elements 1 and 2, all of the other person\u2019s specific acts need not be listed in all cases. Depending on the facts, doing so may be too cumbersome and impractical. If the specific acts are listed, the list should include all acts on which plaintiff claims the decision maker relied, not just the acts admitted to have been relied on by the decision maker. <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\">\u201cThis case presents the question whether an employer may be liable for retaliatory discharge when the supervisor who initiates disciplinary proceedings acts with retaliatory animus, but the cause for discipline is separately investigated and the ultimate decision to discharge the plaintiff is made by a manager with no knowledge that the worker has engaged in protected activities. We hold that so long as the supervisor\u2019s retaliatory motive was an actuating \u2026 cause of the dismissal, the employer may be liable for retaliatory discharge. Here the evidence raised triable issues as to the existence and effect of retaliatory motive on the part of the supervisor, and as to whether the manager and the intermediate investigator acted as tools or \u2018cat\u2019s paws\u2019 for the supervisor, that is, instrumentalities by which his retaliatory animus was carried into effect to plaintiff\u2019s injury.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves, supra<\/span>, 121 Cal.App.4th at p. 100.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe do not suggest that discrimination must be alone sufficient to bring about an employment decision in order to constitute a substantial motivating factor. But it is important to recognize that discrimination can be serious, consequential, and even by itself determinative of an employment decision without also being a \u2018but for\u2019 cause.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 56 Cal.4th at p. 229.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cRequiring the plaintiff to show that discrimination was a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">substantial<\/span>\u00a0motivating factor, rather than simply\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">a<\/span>\u00a0motivating factor, more effectively ensures that liability will not be imposed based on evidence of mere thoughts or passing statements unrelated to the disputed employment decision. At the same time,\u2009\u2026 proof that discrimination was a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">substantial<\/span>\u00a0factor in an employment decision triggers the deterrent purpose of the FEHA and thus exposes the employer to liability, even if other factors would have led the employer to make the same decision at the time.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 56 Cal.4th at p. 232, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThis concept\u2014which for convenience we will call the \u2018defense of ignorance\u2019\u2014poses few analytical challenges so long as the \u2018employer\u2019 is conceived as a single entity receiving and responding to stimuli as a unitary, indivisible organism. But this is often an inaccurate picture in a world where a majority of workers are employed by large economic enterprises with layered and compartmentalized management structures. In such enterprises, decisions significantly affecting personnel are rarely if ever the responsibility of a single actor. As a result, unexamined assertions about the knowledge, ignorance, or motives of \u2018the employer\u2019 may be fraught with ambiguities, untested assumptions, and begged questions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves, supra<\/span>, 121 Cal.App.4th at p. 108.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[S]howing that a significant participant in an employment decision exhibited discriminatory animus is enough to raise an inference that the employment decision itself was discriminatory, even absent evidence that others in the process harbored such animus.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">DeJung v. Superior Court<\/span>\u00a0(2008) 169 Cal.App.4th 533, 551 [87 Cal.Rptr.3d 99]).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]e accept Employee\u2019s implicit legal premise that Employer could be liable for [the outside investigator\u2019s] discriminatory motivation if the male executives who actually terminated Employee were merely the cat\u2019s paws of a biased female investigator.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McGrory v. Applied Signal Technology, Inc.<\/span>\u00a0(2013) 212 Cal.App.4th 1510, 1536 [152 Cal.Rptr.3d 154].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cCertainly a defendant does not conclusively negate the element of causation by showing only that some responsible actors, but not all, were ignorant of the occasion for retaliation.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves, supra<\/span>, 121 Cal.App.4th at p. 108.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cHere a rational fact finder could conclude that an incident of minor and excusable disregard for a supervisor\u2019s stated preferences was amplified into a \u2018solid case\u2019 of \u2018workplace violence,\u2019 and that this metamorphosis was brought about in necessary part by a supervisor\u2019s desire to rid himself of a worker who created trouble by complaining of matters the supervisor preferred to ignore. Since those complaints were protected activities under FEHA, a finder of fact must be permitted to decide whether these inferences should in fact be drawn.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves, supra<\/span>, 121 Cal.App.4th at p. 121.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cOur emphasis on the conduct of\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supervisors<\/span>\u00a0is not inadvertent. An employer can generally be held liable for the discriminatory or retaliatory actions of supervisors. The outcome is less clear where the only actor possessing the requisite animus is a nonsupervisory coworker.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Reeves, supra<\/span>, 121 Cal.App.4th at p. 109 fn. 9, original italics, internal citation omitted.) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>8 Witkin, Summary of California Law (11th ed. 2017) Constitutional Law, \u00a7\u00a7\u20091025, 1026, 1052, 1053<\/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\u20097:806.5 (The Rutter Group)<\/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>, \u00a7\u200941.131\u00a0(Matthew Bender)<\/div>\n<div>11\u00a0California Forms of Pleading and Practice, Ch. 115,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Rights: Employment Discrimination<\/span>, \u00a7\u2009115.37[3][a]\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-7zg3vr-451e141ce412005ab9692cf66ca4b17b 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-68v0rr-1af743fbd0fcce7f410fcfac3d3bd424\">\n#top .av_textblock_section.av-68v0rr-1af743fbd0fcce7f410fcfac3d3bd424 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-68v0rr-1af743fbd0fcce7f410fcfac3d3bd424 '   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-1319","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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