{"id":1335,"date":"2021-10-25T03:51:24","date_gmt":"2021-10-25T03:51:24","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1335"},"modified":"2022-05-05T17:24:40","modified_gmt":"2022-05-05T17:24:40","slug":"caci-2527-failure-to-prevent-harassment-discrimination-or-retaliation-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7-12940k","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2527-failure-to-prevent-harassment-discrimination-or-retaliation-essential-factual-elements-employer-or-entity-defendant-gov-code-%c2%a7-12940k\/","title":{"rendered":"CACI 2527 Failure to Prevent Harassment, Discrimination, or Retaliation\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u200912940(k))"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuo0lv25-88d46cbc48c1fe3d51bcc392905b4940\">\n#top .av-special-heading.av-kuo0lv25-88d46cbc48c1fe3d51bcc392905b4940{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuo0lv25-88d46cbc48c1fe3d51bcc392905b4940 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuo0lv25-88d46cbc48c1fe3d51bcc392905b4940 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuo0lv25-88d46cbc48c1fe3d51bcc392905b4940 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 2527 Failure to Prevent Harassment, Discrimination, or Retaliation\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u200912940(k))<\/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-kuo0n1lu-df2791076db708dcbb33b93bda130938\">\n#top .av_textblock_section.av-kuo0n1lu-df2791076db708dcbb33b93bda130938 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuo0n1lu-df2791076db708dcbb33b93bda130938 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2527\u00a0Failure to Prevent Harassment, Discrimination, or Retaliation\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. Code, \u00a7\u200912940(k))<\/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 [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] failed to take all reasonable steps to prevent [harassment\/discrimination\/retaliation] [based on [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe protected status\u2014e.g., race, gender, or age<\/span><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\">] must prove all 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\">] [was an employee of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\/applied to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] for a job\/was a person providing services under a contract 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 [harassment\/discrimination\/retaliation] in the course of employment;<\/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 [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] failed to take all reasonable steps to prevent the [harassment\/discrimination\/retaliation];<\/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 [<\/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\">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 defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s failure to take all reasonable steps to prevent [harassment\/discrimination\/retaliation] 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\">New June 2006; Revised April 2007, June 2013, December 2015 <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 after the appropriate instructions in this series on the underlying claim for discrimination, retaliation, or harassment if the employee also claims that the employer failed to prevent the conduct. (See\u00a0Gov. Code, \u00a7\u200912940(k).) Read the bracketed language in the opening paragraph beginning with \u201cbased on\u201d if the claim is for failure to prevent harassment or discrimination.<\/p>\n<p>For guidance for a further instruction on what constitutes \u201creasonable steps,\u201d see\u00a0section 11019(b)(4) of Title 2 of the California Code of Regulations. <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\">Prevention of Discrimination and Harassment.\u00a0Government Code section 12940(k).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe employer\u2019s duty to prevent harassment and discrimination is affirmative and mandatory.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Northrop Grumman Corp. v. Workers\u2019 Comp. Appeals Bd.<\/span>\u00a0(2002) 103 Cal.App.4th 1021, 1035 [127 Cal.Rptr.2d 285].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cOnce an employer is informed of the sexual harassment, the employer must take adequate remedial measures. The measures need to include immediate corrective action that is reasonably calculated to (1) end the current harassment and (2) to deter future harassment. [Citation.] The employer\u2019s obligation to take prompt corrective action requires (1) that temporary steps be taken to deal with the situation while the employer determines whether the complaint is justified and (2) that permanent remedial steps be implemented by the employer to prevent future harassment\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">M.F. v. Pacific Pearl Hotel Management LLC<\/span>\u00a0(2017) 16 Cal.App.5th 693, 701 [224 Cal.Rptr.3d 542].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThis section creates a tort that is made actionable by statute. \u2018\u2009\u201c\u2009\u2018[T]he word \u201ctort\u201d means a civil wrong, other than a breach of contract, for which the law will provide a remedy in the form of an action for damages.\u2019 \u2018It is well settled the Legislature possesses a broad authority \u2026 to establish \u2026 tort causes of action.\u2019 Examples of statutory torts are plentiful in California law.\u201d\u2009\u2019 Section 12960 et seq. provides procedures for the prevention and elimination of unlawful employment practices. In particular, section 12965, subdivision (a) authorizes the Department of Fair Employment and Housing (DFEH) to bring an accusation of an unlawful employment practice if conciliation efforts are unsuccessful, and section 12965, subdivision (b) creates a private right of action for damages for a complainant whose complaint is not pursued by the DFEH.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Trujillo v. North County Transit Dist.<\/span>\u00a0(1998) 63 Cal.App.4th 280, 286 [73 Cal.Rptr.2d 596], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWith these rules in mind, we examine the section 12940 claim and finding with regard to whether the usual elements of a tort, enforceable by private plaintiffs, have been established: Defendants\u2019 legal duty of care toward plaintiffs, breach of duty (a negligent act or omission), legal causation, and damages to the plaintiff.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Trujillo, supra<\/span>, 63 Cal.App.4th at pp. 286\u2013287, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]hether an employer sufficiently complied with its mandate to \u2018take immediate and appropriate corrective action\u2019 is a question of fact.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">M.F.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 16 Cal.App.5th at p. 703, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[C]ourts have required a finding of actual discrimination or harassment under FEHA before a plaintiff may prevail under section 12940, subdivision (k).\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dickson v. Burke Williams, Inc.<\/span>\u00a0(2015) 234 Cal.App.4th 1307, 1314 [184 Cal.Rptr.3d 774].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAlso, there is a significant question of how there could be legal causation of any damages (either compensatory or punitive) from such a statutory violation, where the only jury finding was the failure to prevent actionable harassment or discrimination, which, however, did not occur.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Trujillo, supra<\/span>, 63 Cal.App.4th at p. 289.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he \u2018Directions for Use\u2019 to\u00a0CACI No. 2527\u00a0(2015),\u2009\u2026 states that the failure to prevent instruction should be given \u2018after the appropriate instructions in this series on the underlying claim for \u2026 harassment if the employee also claims that the employer failed to prevent the conduct.\u2019 An instruction on the elements of an underlying sexual harassment claim would be unnecessary if the failure to take reasonable steps necessary to prevent a claim for harassment could be based on harassing conduct that was not actionable harassment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dickson, supra<\/span>, 234 Cal.App.4th at p. 1317.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn accordance with \u2026 \u2009the fundamental public policy of eliminating discrimination in the workplace under the FEHA, we conclude that retaliation is a form of discrimination actionable under [Gov. Code] section 12940, subdivision (k).\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Taylor v. City of Los Angeles Dept. of Water &amp; Power<\/span>\u00a0(2006) 144 Cal.App.4th 1216, 1240 [51 Cal.Rptr.3d 206], disapproved on other grounds in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jones v. The Lodge at Torrey Pines Partnership<\/span>\u00a0(2008) 42 Cal.4th 1158 [72 Cal.Rptr.3d 624, 177 P.3d 232].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Defendant] suggests that a separate element in\u00a0CACI No. 2527\u00a0requiring [plaintiff] to prove that the failure to prevent discrimination or retaliation was \u2018a substantial factor in causing her harm\u2019 is equivalent to the disputed element in the other CACI instructions requiring [plaintiff] to prove that her pregnancy-related leave was \u2018a motivating reason\u2019 for her discharge. However, the \u2018substantial factor in causing harm\u2019 element in\u00a0CACI No. 2527\u00a0does not concern the causal relationship between the adverse employment action and the plaintiff\u2019s protected status or activity. Rather, it concerns the causal relationship between the discriminatory or retaliatory conduct, if proven, and the plaintiff\u2019s injury.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Alamo v. Practice Management Information Corp.<\/span>\u00a0(2013) 219 Cal.App.4th 466, 480 [161 Cal.Rptr.3d 758].) <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<\/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\u20097:670\u20137:672 (The Rutter Group)<\/div>\n<div>2 Wilcox,\u00a0California Employment Law, Ch. 41,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Substantive Requirements Under Equal Employment Opportunity Laws<\/span>, \u00a7\u00a7\u200941.02[6],\u00a041.80[1],\u00a041.81[7]\u00a0(Matthew Bender)<\/div>\n<div>3 Wilcox,\u00a0California Employment Law, Ch. 43,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Actions Under Equal Employment Opportunity Laws<\/span>, \u00a7\u200943.01[10][g]\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-6wvflz-ea0c90985d58e1ebedd7fdfcf9e8ed4d 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-591dbb-b117bfc058e3ab25d7fb2d409483eb67\">\n#top .av_textblock_section.av-591dbb-b117bfc058e3ab25d7fb2d409483eb67 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-591dbb-b117bfc058e3ab25d7fb2d409483eb67 '   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-1335","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 2527 Failure to Prevent Harassment, Discrimination, or Retaliation\u2014Essential Factual Elements\u2014Employer or Entity Defendant (Gov. 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