{"id":1372,"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=1372"},"modified":"2022-05-05T17:53:50","modified_gmt":"2022-05-05T17:53:50","slug":"caci-2547-disability-based-associational-discrimination-essential-factual-elements","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2547-disability-based-associational-discrimination-essential-factual-elements\/","title":{"rendered":"CACI 2547 Disability-Based Associational Discrimination\u2014Essential Factual Elements"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuuovaz0-0cf0e73d3875786d626022a7d74a8693\">\n#top .av-special-heading.av-kuuovaz0-0cf0e73d3875786d626022a7d74a8693{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuuovaz0-0cf0e73d3875786d626022a7d74a8693 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuuovaz0-0cf0e73d3875786d626022a7d74a8693 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuuovaz0-0cf0e73d3875786d626022a7d74a8693 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 2547 Disability-Based Associational Discrimination\u2014Essential Factual Elements<\/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  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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-kuuowzj7-04b2de089b665f1bc4deb3caacdb4ad6\">\n#top .av_textblock_section.av-kuuowzj7-04b2de089b665f1bc4deb3caacdb4ad6 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuuowzj7-04b2de089b665f1bc4deb3caacdb4ad6 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2547\u00a0Disability-Based Associational Discrimination\u2014Essential Factual Elements<\/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\">] wrongfully discriminated against [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] based on [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] association with a disabled person. 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 defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [an employer\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other covered entity<\/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 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\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">describe<\/span>\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other covered relationship to 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\">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 plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify basis of association or relationship, e.g., the brother of [name of disabled person]<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], who had [a] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/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\">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 disabled person<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was costly to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] because [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify reason, e.g., [name of disabled person] was covered under [plaintiff]\u2019s employer-provided health care plan<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];]<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[or]<\/span><\/p>\n<p><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\">] feared [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s association with [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of disabled person<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] because [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify, e.g., [name of disabled person] has a disability with a genetic component and [name of plaintiff] may develop the disability as well<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];]<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[or]<\/span><\/p>\n<p><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 somewhat inattentive at work because [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of disabled person<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">e.g., physical condition<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] requires [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s attention, but not so inattentive that to perform to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s satisfaction [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would need an accommodation;]<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[or]<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Specify other basis for associational discrimination<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];]<\/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 plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was able to perform the essential job duties;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">6.<\/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\">] [discharged\/refused to hire\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other adverse employment action<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];]<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">or<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span><\/p>\n<p><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\">] subjected [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] to an adverse employment action;]<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">or<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span><\/p>\n<p><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 constructively discharged;]<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">7.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s association with [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of disabled person<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was a substantial motivating reason for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s [decision to [discharge\/refuse to hire\/[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">other adverse employment action<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]] [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\/conduct];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">8.<\/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\">9.<\/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 conduct 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 December 2014; Revised May 2017, 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 plaintiff claims that the plaintiff was subjected to an adverse employment action because of the plaintiff\u2019s association with a disabled person. Discrimination based on an employee\u2019s association with a person who is (or is perceived to be) disabled is an unlawful employment practice under the FEHA. (See\u00a0Gov. Code, \u00a7\u200912926(o).)<\/p>\n<p>Select a term to use throughout to describe the source of the disabled person\u2019s limitations. It may be a statutory term such as \u201cphysical disability,\u201d\u2009\u201cmental disability,\u201d or \u201cmedical condition.\u201d (See\u00a0Gov. Code, \u00a7\u200912940(a).) Or it may be a general term such as \u201ccondition,\u201d\u2009\u201cdisease,\u201d or \u201cdisorder.\u201d Or it may be a specific health condition such as \u201cdiabetes.\u201d<\/p>\n<p>Three versions of disability-based associational discrimination have been recognized, called \u201cexpense,\u201d\u2009\u201cdisability by association,\u201d and \u201cdistraction.\u201d (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rope v. Auto-Chlor System of Washington, Inc.<\/span>\u00a0(2013) 220 Cal.App.4th 635, 655\u2013660 [163 Cal.Rptr.3d 392]\u00a0[claim for \u201cdisability-based associational discrimination\u201d adequately pled].) Element 4 sets forth options for the three versions. But the versions are illustrative rather than exhaustive; therefore, an \u201cother\u201d option is provided. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castro-Ramirez v. Dependable Highway Express, Inc.<\/span>\u00a0(2016) 2 Cal.App.5th 1028, 1042 [207 Cal.Rptr.3d 120].)<\/p>\n<p>An element of a disability discrimination case is that the plaintiff must be otherwise qualified to do the job, with or without reasonable accommodation. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Green v. State of California<\/span>\u00a0(2007) 42 Cal.4th 254, 262 [64 Cal.Rptr.3d 390, 165 P.3d 118]\u00a0(see element 5).) However, the FEHA does not expressly require reasonable accommodation for association with a disabled person. (Gov. Code, \u00a7\u200912940(m)\u00a0[employer must reasonably accommodate applicant or employee].) Nevertheless, one court has suggested that such a requirement may exist, without expressly deciding the issue. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castro-Ramirez, supra<\/span>, 2 Cal.App.5th at pp. 1038\u20131039.) A reference to reasonable accommodation may be added to element 5 if the court decides to impose this requirement.<\/p>\n<p>Read the first option for element 6 if there is no dispute as to whether the employer\u2019s acts constituted an adverse employment action. Read the second option and also give\u00a0CACI No. 2509,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cAdverse Employment Action\u201d Explained<\/span>, if whether there was an adverse employment action is a question of fact for the jury. If constructive discharge is alleged, give the third option for element 6 and also give\u00a0CACI No. 2510,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cConstructive Discharge\u201d Explained<\/span>. Select \u201cconduct\u201d in element 7 if either the second or third option is included for element 4.<\/p>\n<p>Element 7 requires that the disability be a substantial motivating reason for the adverse action. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris v. City of Santa Monica<\/span>\u00a0(2013) 56 Cal.4th 203, 232 [152 Cal.Rptr.3d 392, 294 P.3d 49];\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castro-Ramirez, supra<\/span>, 2 Cal.App.5th at p. 1037; see also\u00a0CACI No. 2507,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u201cSubstantial Motivating Reason\u201d Explained<\/span>.)<\/p>\n<p>If the existence of the associate\u2019s disability is disputed, additional instructions defining \u201cmedical condition,\u201d\u2009\u201cmental disability,\u201d and \u201cphysical disability,\u201d may be required. (See\u00a0Gov. Code, \u00a7\u200912926(i),\u00a0(j),\u00a0(m).) <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\">Disability Discrimination Prohibited Under Fair Employment and Housing Act.\u00a0Government Code section 12940(a).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMedical Condition\u201d Defined.\u00a0Government Code section 12926(i).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cMental Disability\u201d Defined.\u00a0Government Code section 12926(j).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cPhysical Disability\u201d Defined.\u00a0Government Code section 12926(m).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Association With Disabled Person Protected.\u00a0Government Code section 12926(o).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Three types of situation are, we believe, within the intended scope of the rarely litigated \u2026 association section. We\u2019ll call them \u201cexpense,\u201d\u2009\u201cdisability by association,\u201d and \u201cdistraction.\u201d They can be illustrated as follows: an employee is fired (or suffers some other adverse personnel action) because (1) (\u201cexpense\u201d) his spouse has a disability that is costly to the employer because the spouse is covered by the company\u2019s health plan; (2a) (\u201cdisability by association\u201d) the employee\u2019s homosexual companion is infected with HIV and the employer fears that the employee may also have become infected, through sexual contact with the companion; (2b) (another example of disability by association) one of the employee\u2019s blood relatives has a disabling ailment that has a genetic component and the employee is likely to develop the disability as well (maybe the relative is an identical twin); (3) (\u201cdistraction\u201d) the employee is somewhat inattentive at work because his spouse or child has a disability that requires his attention, yet not so inattentive that to perform to his employer\u2019s satisfaction he would need an accommodation, perhaps by being allowed to work shorter hours.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rope, supra<\/span>, 220 Cal.App.4th at p. 657.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe agree with\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rope<\/span>\u00a0[<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>] that\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Larimer<\/span>\u00a0[<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Larimer v. International Business Machines Corp.<\/span>\u00a0(7th Cir. 2004) 370 F.3d 698]\u00a0provides an illustrative, rather than an exhaustive, list of the kinds of circumstances in which we might find associational disability discrimination. The common thread among the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Larimer<\/span>\u00a0categories is simply that they are instances in which the \u2018employer has a motive to discriminate against a nondisabled employee who is merely associated with a disabled person.\u2019 As we discuss above, this is an element of a plaintiff\u2019s prima facie case\u2014that the plaintiff\u2019s association with a disabled person was a substantial motivating factor for the employer\u2019s adverse employment action.\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rope<\/span>\u00a0held the alleged facts in that case could give rise to an inference of such discriminatory motive. Our facts do not fit neatly within one of the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Larimer<\/span>\u00a0categories either, but a jury could reasonably infer the requisite discriminatory motive.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castro-Ramirez, supra<\/span>, 2 Cal.App.5th at p. 1042, internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[A]n employer who discriminates against an employee because of the latter\u2019s association with a disabled person is liable even if the motivation is purely monetary. But if the disability plays no role in the employer\u2019s decision \u2026 then there is no\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">disability<\/span>\u00a0discrimination.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rope, supra<\/span>, 220 Cal.App.4th at p. 658, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA prima facie case of disability discrimination under FEHA requires a showing that (1) the plaintiff suffered from a disability, (2) the plaintiff was otherwise qualified to do his or her job, with or without reasonable accommodation, and (3) the plaintiff was subjected to adverse employment action because of the disability. Adapting this [disability discrimination] framework to the associational discrimination context, the \u2018disability\u2019 from which the plaintiff suffers is his or her association with a disabled person.\u2009\u2026 [T]he disability must be a substantial factor motivating the employer\u2019s adverse employment action.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castro-Ramirez, supra<\/span>, 2 Cal.App.5th at p. 1037.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cRequiring the plaintiff to show that discrimination was a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">substantial<\/span>\u00a0motivating factor, rather than simply\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">a<\/span>\u00a0motivating factor, more effectively ensures that liability will not be imposed based on evidence of mere thoughts or passing statements unrelated to the disputed employment decision. At the same time,\u2009\u2026 proof that discrimination was a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">substantial<\/span>\u00a0factor in an employment decision triggers the deterrent purpose of the FEHA and thus exposes the employer to liability, even if other factors would have led the employer to make the same decision at the time.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris, supra<\/span>, 56 Cal.4th at p. 232, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe do not suggest that discrimination must be alone sufficient to bring about an employment decision in order to constitute a substantial motivating factor. But it is important to recognize that discrimination can be serious, consequential, and even by itself determinative of an employment decision without also being a \u2018but for\u2019 cause.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Harris, supra<\/span>, 56 Cal.4th at p. 229.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]hen section 12940, subdivision (m) requires employers to reasonably accommodate \u2018the known physical \u2026 disability of an applicant or employee,\u2019 read in conjunction with other relevant provisions, subdivision (m) may reasonably be interpreted to require accommodation based on the employee\u2019s association with a physically disabled person.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castro-Ramirez, supra<\/span>, 2 Cal.App.5th at pp. 1038\u20131039.) <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\u20091045, 1046, 1049<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 9-C, California Fair Employment And Housing Act (FEHA), \u00b6\u00b6\u20099:2213\u20139:2215 (The Rutter Group)<\/div>\n<div>2\u00a0Wilcox, California Employment Law, Ch. 41,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Substantive Requirements Under Equal Employment Opportunity Laws<\/span>, \u00a7\u200941.32[2]\u00a0(Matthew Bender)<\/div>\n<div>11 California Forms of Pleading and Practice, Ch. 115,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Rights: Employment Discrimination<\/span>, \u00a7\u00a7\u2009115.14,\u00a0115.23,\u00a0115.34\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-7cv4y4-02f661db8593096a20a3c7beb1c07a2b 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-jj9f0-1992369c260689aabba9ea559232a8f2\">\n#top .av_textblock_section.av-jj9f0-1992369c260689aabba9ea559232a8f2 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-jj9f0-1992369c260689aabba9ea559232a8f2 '   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-1372","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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