{"id":1321,"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=1321"},"modified":"2022-05-05T17:12:09","modified_gmt":"2022-05-05T17:12:09","slug":"caci-2509-adverse-employment-action-explained","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/","title":{"rendered":"CACI 2509 \u201cAdverse Employment Action\u201d Explained"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kunzmra3-2b97d1a200282c9a6f0e225aeb4f326e\">\n#top .av-special-heading.av-kunzmra3-2b97d1a200282c9a6f0e225aeb4f326e{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kunzmra3-2b97d1a200282c9a6f0e225aeb4f326e .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kunzmra3-2b97d1a200282c9a6f0e225aeb4f326e .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kunzmra3-2b97d1a200282c9a6f0e225aeb4f326e 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 2509 <span class='special_amp'>\u201c<\/span>Adverse Employment Action<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\" 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-kunzo5h1-aee22d5ade5a6104bf8731bdd33700fe\">\n#top .av_textblock_section.av-kunzo5h1-aee22d5ade5a6104bf8731bdd33700fe .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kunzo5h1-aee22d5ade5a6104bf8731bdd33700fe '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2509\u00a0\u201cAdverse Employment Action\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 subjected to an adverse employment action.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Adverse employment actions are not limited to ultimate actions such as termination or demotion. There is an adverse employment action if [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] has taken an action or engaged in a course or pattern of conduct that, taken as a whole, materially and adversely affected the terms, conditions, or privileges of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employment. An adverse employment action includes conduct that is reasonably likely to impair a reasonable employee\u2019s job performance or prospects for advancement or promotion. However, minor or trivial actions or conduct that is not reasonably likely to do more than anger or upset an employee cannot constitute an adverse employment action. <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 <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. 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>\u00a0or\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>\u00a0if there is an issue as to whether the employee was the victim of an adverse employment action.<\/p>\n<p>For example, the case may involve a pattern of employer harassment consisting of acts that might not individually be sufficient to constitute discrimination or retaliation, but taken as a whole establish prohibited conduct. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yanowitz v. L\u2019Oreal USA, Inc.<\/span>\u00a0(2005) 36 Cal.4th 1028, 1052\u20131056 [32 Cal.Rptr.3d 436, 116 P.3d 1123].) Or the case may involve acts that, considered alone, would not appear to be adverse, but could be adverse under the particular circumstances of the case. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Patten v. Grant Joint Union High School Dist.<\/span>\u00a0(2005) 134 Cal.App.4th 1378, 1389\u20131390 [37 Cal.Rptr.3d 113]\u00a0[lateral transfer can be adverse employment action even if wages, benefits, and duties remain the same].) <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\">\u201cAppropriately viewed, [section 12940(a)] protects an employee against unlawful discrimination with respect not only to so-called ultimate employment actions such as termination or demotion, but also the entire spectrum of employment actions that are reasonably likely to adversely and materially affect an employee\u2019s job performance or opportunity for advancement in his or her career. Although a mere offensive utterance or even a pattern of social slights by either the employer or coemployees cannot properly be viewed as materially affecting the terms, conditions, or privileges of employment for purposes of section 12940(a) (or give rise to a claim under section 12940(h)), the phrase \u2018terms, conditions, or privileges\u2019 of employment must be interpreted liberally and with a reasonable appreciation of the realities of the workplace in order to afford employees the appropriate and generous protection against employment discrimination that the FEHA was intended to provide.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yanowitz, supra,<\/span>\u00a036 Cal.4th at pp. 1053\u20131054, footnotes omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he determination of what type of adverse treatment properly should be considered discrimination in the terms, conditions, or privileges of employment is not, by its nature, susceptible to a mathematically precise test, and the significance of particular types of adverse actions must be evaluated by taking into account the legitimate interests of both the employer and the employee. Minor or relatively trivial adverse actions or conduct by employers or fellow employees that, from an objective perspective, are reasonably likely to do no more than anger or upset an employee cannot properly be viewed as materially affecting the terms, conditions, or privileges of employment and are not actionable, but adverse treatment that is reasonably likely to impair a reasonable employee\u2019s job performance or prospects for advancement or promotion falls within the reach of the antidiscrimination provisions of sections 12940(a) and 12940(h).\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yanowitz, supra<\/span>, 36 Cal.4th at pp. 1054\u20131055.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAn \u2018\u2009\u201cadverse employment action,\u201d\u2009\u2019 \u2026\u2009, requires a \u2018substantial adverse change in the terms and conditions of the plaintiff\u2019s employment\u2019.\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Holmes v. Petrovich Development Co., LLC<\/span>\u00a0(2011) 191 Cal.App.4th 1047, 1063 [119 Cal.Rptr.3d 878, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cContrary to [defendant]\u2019s assertion that it is improper to consider collectively the alleged retaliatory acts, there is no requirement that an employer\u2019s retaliatory acts constitute one swift blow, rather than a series of subtle, yet damaging, injuries. Enforcing a requirement that each act separately constitute an adverse employment action would subvert the purpose and intent of the statute.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yanowitz, supra<\/span>, 36 Cal.4th at pp. 1055\u20131056, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMoreover, [defendant]\u2019s actions had a substantial and material impact on the conditions of employment. The refusal to promote [plaintiff] is an adverse employment action under FEHA. There was also a pattern of conduct, the totality of which constitutes an adverse employment action. This includes undeserved negative job reviews, reductions in his staff, ignoring his health concerns and acts which caused him substantial psychological harm.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wysinger v. Automobile Club of Southern California<\/span>\u00a0(2007) 157 Cal.App.4th 413, 424 [69 Cal.Rptr.3d 1], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe employment action must be both detrimental and substantial \u2026 [\u00b6]. We must analyze [plaintiff\u2019s] complaints of adverse employment actions to determine if they result in a material change in the terms of her employment, impair her employment in some cognizable manner, or show some other employment injury \u2026\u2009. [W]e do not find that [plaintiff\u2019s] complaint alleges the necessary material changes in the terms of her employment to cause employment injury. Most of the actions upon which she relies were one time events \u2026\u2009. The other allegations \u2026 are not accompanied by facts which evidence both a substantial and detrimental effect on her employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Thomas v. Department of Corrections<\/span>\u00a0(2000) 77 Cal.App.4th 507, 511\u2013512 [91 Cal.Rptr.2d 770], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe \u2018materiality\u2019 test of adverse employment action \u2026 looks to \u2018the entire spectrum of employment actions that are reasonably likely to adversely and materially affect an employee\u2019s job performance or opportunity for advancement in his or her career,\u2019 and the test \u2018must be interpreted liberally \u2026 with a reasonable appreciation of the realities of the workplace \u2026\u2009.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Patten, supra<\/span>, 134 Cal.App.4th at p. 1389.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cRetaliation claims are inherently fact-specific, and the impact of an employer\u2019s action in a particular case must be evaluated in context. Accordingly, although an adverse employment action must materially affect the terms, conditions, or privileges of employment to be actionable, the determination of whether a particular action or course of conduct rises to the level of actionable conduct should take into account the unique circumstances of the affected employee as well as the workplace context of the claim.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Whitehall v. County of San Bernardino<\/span>\u00a0(2017) 17 Cal.App.5th 352, 366\u2013367 [225 Cal.Rptr.3d 321].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] mere oral or written criticism of an employee \u2026 does not meet the definition of an adverse employment action under [the] FEHA.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Light v. Department of Parks &amp; Recreation<\/span>\u00a0(2017) 14 Cal.App.5th 75, 92 [221 Cal.Rptr.3d 668].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMere ostracism in the workplace is insufficient to establish an adverse employment decision. However, \u2018\u2009\u201c[W]orkplace harassment, if sufficiently severe or pervasive, may in and of itself constitute an adverse employment action sufficient to satisfy the second prong of the prima facie case for \u2026 retaliation cases.\u201d [Citation].\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kelley v. The Conco Companies<\/span>\u00a0(2011) 196 Cal.App.4th 191, 212 [126 Cal.Rptr.3d 651], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cNot every change in the conditions of employment, however, constitutes an adverse employment action. \u2018\u2009\u201cA change that is merely contrary to the employee\u2019s interests or not to the employee\u2019s liking is insufficient.\u201d \u2026\u2019 \u2018[W]orkplaces are rarely idyllic retreats, and the mere fact that an employee is displeased by an employer\u2019s act or omission does not elevate that act or omission to the level of a materially adverse employment action.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Malais v. Los Angeles City Fire Dept.<\/span>\u00a0(2007) 150 Cal.App.4th 350, 357 [58 Cal.Rptr.3d 444].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[R]efusing to allow a former employee to rescind a voluntary discharge\u2014that is, a resignation free of employer coercion or misconduct\u2014is not an adverse employment action.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Featherstone v. Southern California Permanente Medical Group<\/span>\u00a0(2017) 10 Cal.App.5th 1150, 1161 [217 Cal.Rptr.3d 258].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he reduction of [plaintiff]\u2019s hours alone could constitute a material and adverse employment action by the [defendant].\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Light<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 14 Cal.App.5th at p. 93.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] job reassignment may be an adverse employment action when it entails materially adverse consequences.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Simers v. Los Angeles Times Communications, LLC<\/span>\u00a0(2018) 18 Cal.App.5th 1248, 1279 [227 Cal.Rptr.3d 695].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he denial of previously promised training and the failure to promote may constitute adverse employment actions.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Light<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 14 Cal.App.5th at p. 93.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe trial court correctly found that the act of placing plaintiff on administrative leave [involuntarily] was an adverse employment action.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Whitehall<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 17 Cal.App.5th at p. 367.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Plaintiff] has presented no authority, and we are aware of none, holding that a single threat of an adverse employment action, never carried out, could itself constitute an adverse employment action under the standard articulated in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Yanowitz<\/span>\u00a0and its progeny.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Meeks v. AutoZone, Inc.<\/span>\u00a0(2018) 24 Cal.App.5th 855, 879 [235 Cal.Rptr.3d 161].) <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\u20091052\u20131055<\/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\u20097:203, 7:731, 7:785 (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,\u00a0<\/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\u2009115.36\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\u2009249.12\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\u2009100.42\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-73v28p-6d7b34fd18c4d43484a3222aef0b5c48 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-5eoru1-e1d394b205b06fd793229586c858676d\">\n#top .av_textblock_section.av-5eoru1-e1d394b205b06fd793229586c858676d .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5eoru1-e1d394b205b06fd793229586c858676d '   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-1321","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 2509 \u201cAdverse Employment Action\u201d Explained - 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-2509-adverse-employment-action-explained\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"CACI 2509 \u201cAdverse Employment Action\u201d Explained - Judicial Council California Civil Jury Instructions CACI\" \/>\n<meta property=\"og:url\" content=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/\" \/>\n<meta property=\"og:site_name\" content=\"Judicial Council California Civil Jury Instructions CACI\" \/>\n<meta property=\"article:modified_time\" content=\"2022-05-05T17:12:09+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=\"8 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-2509-adverse-employment-action-explained\\\/\",\"url\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2509-adverse-employment-action-explained\\\/\",\"name\":\"CACI 2509 \u201cAdverse Employment Action\u201d Explained - 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\":\"2022-05-05T17:12:09+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2509-adverse-employment-action-explained\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2509-adverse-employment-action-explained\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/crowdsourcelawyers.com\\\/judicial-council-california-civil-jury-instructions-caci\\\/caci-2509-adverse-employment-action-explained\\\/#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 2509 \u201cAdverse Employment Action\u201d Explained\"}]},{\"@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 2509 \u201cAdverse Employment Action\u201d Explained - 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-2509-adverse-employment-action-explained\/","og_locale":"en_US","og_type":"article","og_title":"CACI 2509 \u201cAdverse Employment Action\u201d Explained - Judicial Council California Civil Jury Instructions CACI","og_url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/","og_site_name":"Judicial Council California Civil Jury Instructions CACI","article_modified_time":"2022-05-05T17:12:09+00:00","twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"8 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/","url":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/","name":"CACI 2509 \u201cAdverse Employment Action\u201d Explained - 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":"2022-05-05T17:12:09+00:00","breadcrumb":{"@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2509-adverse-employment-action-explained\/#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 2509 \u201cAdverse Employment Action\u201d Explained"}]},{"@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\/1321","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=1321"}],"version-history":[{"count":2,"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/pages\/1321\/revisions"}],"predecessor-version":[{"id":3795,"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/pages\/1321\/revisions\/3795"}],"wp:attachment":[{"href":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/wp-json\/wp\/v2\/media?parent=1321"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}