{"id":1336,"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=1336"},"modified":"2022-05-05T17:23:50","modified_gmt":"2022-05-05T17:23:50","slug":"caci-2526-affirmative-defense-avoidable-consequences-doctrine-sexual-harassment-by-a-supervisor","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2526-affirmative-defense-avoidable-consequences-doctrine-sexual-harassment-by-a-supervisor\/","title":{"rendered":"CACI 2526 Affirmative Defense\u2014Avoidable Consequences Doctrine (Sexual Harassment by a Supervisor)"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuo0kg1x-7b8e799c33b6ee508c675b50af98b186\">\n#top .av-special-heading.av-kuo0kg1x-7b8e799c33b6ee508c675b50af98b186{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuo0kg1x-7b8e799c33b6ee508c675b50af98b186 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuo0kg1x-7b8e799c33b6ee508c675b50af98b186 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuo0kg1x-7b8e799c33b6ee508c675b50af98b186 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 2526 Affirmative Defense\u2014Avoidable Consequences Doctrine (Sexual Harassment by a Supervisor)<\/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 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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-kuo0li8z-9edcbba7dd35f427e85a3753aaebf975\">\n#top .av_textblock_section.av-kuo0li8z-9edcbba7dd35f427e85a3753aaebf975 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuo0li8z-9edcbba7dd35f427e85a3753aaebf975 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2526\u00a0Affirmative Defense\u2014Avoidable Consequences Doctrine (Sexual Harassment by a Supervisor)<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">If [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] proves that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of supervisor<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] sexually harassed [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of employer defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is responsible for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s harm caused by the harassment. However, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of employer defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] could have avoided some or all of the harm with reasonable effort. To succeed, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of employer defendant<\/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 employer defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] took reasonable steps to prevent and correct workplace sexual harassment;<\/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\">] unreasonably failed to use\u00a0<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">the preventive and corrective measures for sexual harassment that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of employer defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] provided; and<\/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 the reasonable use of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of employer defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s procedures would have prevented some or all of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s harm.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">You should consider the reasonableness of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s actions in light of the circumstances facing [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] at the time, including [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] ability to report the conduct without facing undue risk, expense, or humiliation.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">If you decide that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of employer defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] has proved this claim, you should not include in your award of damages the amount of damages that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] could have reasonably avoided. <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 April 2004; Revised December 2011, December 2015, 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 if the employer asserts the affirmative defense of \u201cavoidable consequences.\u201d The essence of the defense is that the employee could have avoided part or most of the harm had the employee taken advantage of procedures that the employer had in place to address sexual harassment in the workplace. The avoidable-consequences doctrine is a defense only to damages, not to liability. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services v. Superior Court<\/span>\u00a0(2003) 31 Cal.4th 1026, 1045 [6 Cal.Rptr.3d 441, 79 P.3d 556].) For other instructions that may also be given on failure to mitigate damages generally, see\u00a0CACI No. 3963,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Affirmative Defense\u2014Employee\u2019s Duty to Mitigate Damages,<\/span>\u00a0and\u00a0CACI No. 3930,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Mitigation of Damages (Personal Injury)<\/span>.<\/p>\n<p>Whether this defense may apply to claims other than for supervisor sexual harassment has not been clearly addressed by the courts. It has been allowed against a claim for age discrimination in a constructive discharge case. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rosenfeld v. Abraham Joshua Heschel Day School, Inc.<\/span>\u00a0(2014) 226 Cal.App.4th 886, 900\u2013901 [172 Cal.Rptr.3d 465].) <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[W]e conclude that under the FEHA, an employer is strictly liable for all acts of sexual harassment by a supervisor. But strict liability is not absolute liability in the sense that it precludes all defenses. Even under a strict liability standard, a plaintiff\u2019s own conduct may limit the amount of damages recoverable or bar recovery entirely.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra,<\/span>\u00a031 Cal.4th at p. 1042, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe emphasize that the defense affects damages, not liability. An employer that has exercised reasonable care nonetheless remains strictly liable for harm a sexually harassed employee could not have avoided through reasonable care. The avoidable consequences doctrine is part of the law of damages; thus, it affects only the remedy available. If the employer establishes that the employee, by taking reasonable steps to utilize employer-provided complaint procedures, could have caused the harassing conduct to cease, the employer will nonetheless remain liable for any compensable harm the employee suffered before the time at which the harassment would have ceased, and the employer avoids liability only for the harm the employee incurred thereafter.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra,<\/span>\u00a031 Cal.4th at p. 1045, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder the avoidable consequences doctrine as recognized in California, a person injured by another\u2019s wrongful conduct will not be compensated for damages that the injured person could have avoided by reasonable effort or expenditure. The reasonableness of the injured party\u2019s efforts must be judged in light of the situation existing at the time and not with the benefit of hindsight. \u2018The standard by which the reasonableness of the injured party\u2019s efforts is to be measured is not as high as the standard required in other areas of law.\u2019 The defendant bears the burden of pleading and proving a defense based on the avoidable consequences doctrine.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra<\/span>, 31 Cal.4th at p. 1043, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAlthough courts explaining the avoidable consequences doctrine have sometimes written that a party has a \u2018duty\u2019 to mitigate damages, commentators have criticized the use of the term \u2018duty\u2019 in this context, arguing that it is more accurate to state simply that a plaintiff may not recover damages that the plaintiff could easily have avoided.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra<\/span>, 31 Cal.4th at p. 1043, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe hold \u2026 that in a FEHA action against an employer for hostile environment sexual harassment by a supervisor, an employer may plead and prove a defense based on the avoidable consequences doctrine. In this particular context, the defense has three elements: (1) the employer took reasonable steps to prevent and correct workplace sexual harassment; (2) the employee unreasonably failed to use the preventive and corrective measures that the employer provided; and (3) reasonable use of the employer\u2019s procedures would have prevented at least some of the harm that the employee suffered.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra<\/span>, 31 Cal.4th at p. 1044.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThis defense will allow the employer to escape liability for those damages, and only those damages, that the employee more likely than not could have prevented with reasonable effort and without undue risk, expense, or humiliation, by taking advantage of the employer\u2019s internal complaint procedures appropriately designed to prevent and eliminate sexual harassment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra,<\/span>\u00a031 Cal.4th at p. 1044, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIf the employer establishes that the employee, by taking reasonable steps to utilize employer-provided complaint procedures, could have caused the harassing conduct to cease, the employer will nonetheless remain liable for any compensable harm the employee suffered before the time at which the harassment would have ceased, and the employer avoids liability only for the harm the employee incurred thereafter.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra<\/span>, 31 Cal.4th at p. 1045, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe stress also that the holding we adopt does not demand or expect that employees victimized by a supervisor\u2019s sexual harassment must always report such conduct immediately to the employer through internal grievance mechanisms. The employer may lack an adequate antiharassment policy or adequate procedures to enforce it, the employer may not have communicated the policy or procedures to the victimized employee, or the employee may reasonably fear reprisal by the harassing supervisor or other employees. Moreover, in some cases an employee\u2019s natural feelings of embarrassment, humiliation, and shame may provide a sufficient excuse for delay in reporting acts of sexual harassment by a supervisor.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">State Dept. of Health Services, supra<\/span>, 31 Cal.4th at p. 1045.) <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>6 Witkin, Summary of California Law (11th ed. 2017) Torts, \u00a7\u20091798<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 10-D,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer Liability For Workplace Harassment<\/span>, \u00b6\u00b6\u200910:360, 10:361, 10:365\u201310:367, 10:371, 10:375 (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\u200941.81[7][c],\u00a041.92A\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\u00a7\u2009115.36[2][a],\u00a0115.54[3]\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-7qs1bs-388d6e13227ba08a94e414200befa84b 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-56927c-a9337f455d1fe397f164e52a2d75914b\">\n#top .av_textblock_section.av-56927c-a9337f455d1fe397f164e52a2d75914b .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-56927c-a9337f455d1fe397f164e52a2d75914b '   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-1336","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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