{"id":1320,"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=1320"},"modified":"2022-05-05T17:13:36","modified_gmt":"2022-05-05T17:13:36","slug":"caci-2510-constructive-discharge-explained","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2510-constructive-discharge-explained\/","title":{"rendered":"CACI 2510 \u201cConstructive Discharge\u201d Explained"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kunzolta-dc36c2fe8c1fc2f00588fcb7b773cf05\">\n#top .av-special-heading.av-kunzolta-dc36c2fe8c1fc2f00588fcb7b773cf05{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kunzolta-dc36c2fe8c1fc2f00588fcb7b773cf05 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kunzolta-dc36c2fe8c1fc2f00588fcb7b773cf05 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kunzolta-dc36c2fe8c1fc2f00588fcb7b773cf05 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 2510 <span class='special_amp'>\u201c<\/span>Constructive Discharge<span class='special_amp'>\u201d<\/span> Explained<\/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\" 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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-kunzq0uk-56c2507b1f59901a08d273aaa2f4399a\">\n#top .av_textblock_section.av-kunzq0uk-56c2507b1f59901a08d273aaa2f4399a .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kunzq0uk-56c2507b1f59901a08d273aaa2f4399a '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2510\u00a0\u201cConstructive Discharge\u201d Explained<\/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\">] must prove that [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was constructively discharged. To establish constructive discharge, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove 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 defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [through [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s officers, directors, managing agents, or supervisory employees] intentionally created or knowingly permitted working conditions to exist that were so intolerable that a reasonable person in [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s position would have had no reasonable alternative except to resign; 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 plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] resigned because of these working conditions.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In order to be sufficiently intolerable, adverse working conditions must be unusually aggravated or amount to a continuous pattern. In general, single, trivial, or isolated acts of misconduct are insufficient to support a constructive discharge claim.<\/span>\u00a0<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">But<\/span>\u00a0<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">in some circumstances, a single intolerable incident may constitute a constructive discharge. <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 June 2012; Revised May 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>Give this instruction with\u00a0CACI No. 2401,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Breach of Employment Contract\u2014Unspecified Term\u2014Actual or Constructive Discharge\u2014Essential Factual Elements<\/span>,\u00a0CACI No. 2500,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disparate Treatment\u2014Essential Factual Elements<\/span>,\u00a0CACI No. 2505,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Retaliation<\/span>,\u00a0CACI No. 2540,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Disability Discrimination<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u2014Disparate Treatment\u2014<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Essential Factual Elements<\/span>,\u00a0CACI No. 2560,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Religious Creed Discrimination\u2014Failure to Accommodate\u2014Essential Factual Elements<\/span>, or\u00a0CACI No. 2570,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Age Discrimination<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u2014Disparate Treatment\u2014<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Essential Factual Elements<\/span>, if the employee alleges that because of the employer\u2019s actions, the employee had no reasonable alternative other than to leave the employment. Constructive discharge can constitute the adverse employment action required to establish a FEHA violation for discrimination or retaliation. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Steele v. Youthful Offender Parole Bd.<\/span>\u00a0(2008) 162 Cal.App.4th 1241, 1253 [76 Cal.Rptr.3d 632].) <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\">\u201c[C]onstructive discharge occurs only when an employer terminates employment by forcing the employee to resign. A constructive discharge is equivalent to a dismissal, although it is accomplished indirectly. Constructive discharge occurs only when the employer coerces the employee\u2019s resignation, either by creating working conditions that are intolerable under an objective standard, or by failing to remedy objectively intolerable working conditions that actually are known to the employer. We have said \u2018a constructive discharge is legally regarded as a firing rather than a resignation.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Mullins v. Rockwell Internat. Corp.<\/span>\u00a0(1997) 15 Cal.4th 731, 737 [63 Cal.Rptr.2d 636, 936 P.2d 1246], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cActual discharge carries significant legal consequences for employers, including possible liability for wrongful discharge. In an attempt to avoid liability, an employer may refrain from actually firing an employee, preferring instead to engage in conduct causing him or her to quit. The doctrine of constructive discharge addresses such employer-attempted \u2018end runs\u2019 around wrongful discharge and other claims requiring employer-initiated terminations of employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner v. Anheuser-Busch, Inc.<\/span>\u00a0(1994) 7 Cal.4th 1238, 1244 [32 Cal.Rptr.2d 223, 876 P.2d 1022].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cStanding alone, constructive discharge is neither a tort nor a breach of contract, but a doctrine that transforms what is ostensibly a resignation into a firing.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1251.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn order to amount to constructive discharge, adverse working conditions must be unusually \u2018aggravated\u2019 or amount to a \u2018continuous pattern\u2019 before the situation will be deemed intolerable. In general, \u2018[s]ingle, trivial, or isolated acts of [misconduct] are insufficient\u2019 to support a constructive discharge claim. Moreover, a poor performance rating or a demotion, even when accompanied by reduction in pay, does not by itself trigger a constructive discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1247, internal citation and footnotes omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn some circumstances, a single intolerable incident, such as a crime of violence against an employee by an employer, or an employer\u2019s ultimatum that an employee commit a crime, may constitute a constructive discharge. Such misconduct potentially could be found \u2018aggravated.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1247, fn. 3.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAlthough situations may exist where the employee\u2019s decision to resign is unreasonable as a matter of law, \u2018[w]hether conditions were so intolerable as to justify a reasonable employee\u2019s decision to resign is normally a question of fact. [Citation.]\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vasquez v. Franklin Management Real Estate Fund, Inc.<\/span>\u00a0(2013) 222 Cal.App.4th 819, 827 [166 Cal.Rptr.3d 242].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he standard by which a constructive discharge is determined is an objective one\u2014the question is \u2018whether a reasonable person faced with the allegedly intolerable employer actions or conditions of employment would have no reasonable alternative except to quit.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1248, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[U]nder\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner<\/span>, the proper focus is on the working conditions themselves, not on the plaintiff\u2019s\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">subjective<\/span>\u00a0reaction to those conditions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Simers v. Los Angeles Times Communications, LLC<\/span>\u00a0(2018) 18 Cal.App.5th 1248, 1272 [227 Cal.Rptr.3d 695], original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe length of time the plaintiff remained on the job may be\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">one<\/span>\u00a0relevant factor in determining the intolerability of employment conditions from the standpoint of a reasonable person.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 7 Cal.4th at p. 1254, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]here was, as the trial court found, substantial evidence that plaintiff\u2019s age and disability were \u2018substantial motivating reason[s]\u2019 for the adverse employment action or actions to which plaintiff was subjected. But the discriminatory motive for plaintiff\u2019s working conditions has no bearing on whether the evidence was sufficient to establish constructive discharge.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Simers<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 18 Cal.App.5th at p. 1271.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn order to establish a constructive discharge, an employee must plead and prove, by the usual preponderance of the evidence standard, that the employer either intentionally created or knowingly permitted working conditions that were so intolerable or aggravated at the time of the employee\u2019s resignation that a reasonable employer would realize that a reasonable person in the employee\u2019s position would be compelled to resign. [\u00b6] For purposes of this standard, the requisite knowledge or intent must exist on the part of either the employer or those persons who effectively represent the employer, i.e., its officers, directors, managing agents, or supervisory employees.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Turner, supra<\/span>, 7 Cal.4th at p. 1251.) <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\u2009238<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 4-G,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Constructive Discharge<\/span>, \u00b6\u20094:405 et seq. (The Rutter Group)<\/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>, \u00a7\u200943.01\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\u2009115.34\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\u2009249.15\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\u2009100.31 et seq.\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-7nynmg-d010f4720d7e415c658173a99e9bced4 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-5w1zjs-740973e3315d3612c9277b37796b2335\">\n#top .av_textblock_section.av-5w1zjs-740973e3315d3612c9277b37796b2335 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5w1zjs-740973e3315d3612c9277b37796b2335 '   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-1320","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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