{"id":1851,"date":"2021-10-25T03:55:47","date_gmt":"2021-10-25T03:55:47","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1851"},"modified":"2022-05-09T18:44:41","modified_gmt":"2022-05-09T18:44:41","slug":"caci-3963-affirmative-defense-employees-duty-to-mitigate-damages","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-3963-affirmative-defense-employees-duty-to-mitigate-damages\/","title":{"rendered":"CACI 3963 Affirmative Defense\u2014Employee\u2019s Duty to Mitigate Damages"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kv28ywax-4b952f4874d0361fa5fef62590dcdabb\">\n#top .av-special-heading.av-kv28ywax-4b952f4874d0361fa5fef62590dcdabb{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kv28ywax-4b952f4874d0361fa5fef62590dcdabb .av-special-heading-tag 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itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kv2908yh-aacf1d3bdbb9ccc3a54b2562960dcc0f\">\n#top .av_textblock_section.av-kv2908yh-aacf1d3bdbb9ccc3a54b2562960dcc0f .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kv2908yh-aacf1d3bdbb9ccc3a54b2562960dcc0f '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">3963\u00a0Affirmative Defense\u2014Employee\u2019s Duty to Mitigate Damages<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims that if [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is entitled to any damages, they should be reduced by the amount that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] could have earned from other employment. To succeed, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of 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 employment substantially similar to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s former job was available to [him\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/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\">] failed to make reasonable efforts to seek [and retain] this employment; 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\">The amount that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] could have earned from this employment.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In deciding whether the employment was substantially similar, you should consider, among other factors, whether:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(a)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The nature of the work was different from [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employment 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\">(b)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The new position was substantially inferior to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s former position;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(c)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The salary, benefits, and hours of the job were similar to [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s former job;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(d)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The new position required similar skills, background, and experience;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(e)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The job responsibilities were similar; [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(f)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The job was in the same locality; [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(g)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">insert other relevant factor(s)<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">].<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[In deciding whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] failed to make reasonable efforts to retain comparable employment, you should consider whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] quit or was discharged from that employment for a reason within [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] control.] <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 September 2003; Revised February 2007, December 2014; Revised and Renumbered from CACI No. 2407 November 2018 <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>This instruction may be given for any claim in which the plaintiff seeks to recover damages for past and future lost earnings from an employer for a wrongful termination of employment, for example in violation of public policy (see\u00a0CACI No. 2400\u00a0et seq.) or under the Fair Employment and Housing Act (see\u00a0CACI No. 2500\u00a0et seq.), when there is evidence that the employee\u2019s damages could have been mitigated. The bracketed language at the end of the instruction regarding plaintiff\u2019s failure to retain a new job is based on the holding in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stanchfield v. Hamer Toyota, Inc.<\/span>\u00a0(1995) 37 Cal.App.4th 1495, 1502-1503 [44 Cal.Rptr.2d 565].<\/p>\n<p>In deciding whether the plaintiff could have obtained a substantially similar job, the trier of fact may consider several factors, including salary, benefits, hours of work per day, hours of work per year, locality, and availability of a merit-based system. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">California School Employees Assn. v. Personnel Commission<\/span>\u00a0(1973) 30 Cal.App.3d 241, 250\u2013255 [106 Cal.Rptr. 283].) Read only those factors that have been shown by the evidence. <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\">\u201cThe general rule is that the measure of recovery by a wrongfully discharged employee is the amount of salary agreed upon for the period of service, less the amount which the employer affirmatively proves the employee has earned or with reasonable effort might have earned from other employment. However, before projected earnings from other employment opportunities not sought or accepted by the discharged employee can be applied in mitigation, the employer must show that the other employment was comparable, or substantially similar, to that of which the employee has been deprived; the employee\u2019s rejection of or failure to seek other available employment of a different or inferior kind may not be resorted to in order to mitigate damages.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Parker v. Twentieth Century-Fox Film Corp.<\/span>\u00a0(1970) 3 Cal.3d 176, 181\u2013182 [89 Cal.Rptr. 737, 474 P.2d 689], internal citations omitted; see also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rabago-Alvarez v. Dart Industries, Inc.<\/span>\u00a0(1976) 55 Cal.App.3d 91, 98 [127 Cal.Rptr. 222]\u00a0[\u201cPlaintiff concedes that the trial court was entitled to deduct her actual earnings\u201d]; but see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Villacorta v. Cemex Cement, Inc.<\/span>\u00a0(2013) 221 Cal.App.4th 1425, 1432 [165 Cal.Rptr.3d 441]\u00a0[wages actually earned from an inferior job may not be used to mitigate damages].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[B]efore projected earnings from other employment opportunities not sought or accepted by the discharged employee can be applied in mitigation, the employer must show that the other employment was comparable, or substantially similar, to that of which the employee has been deprived\u2009\u2026\u2009.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kao v. University of San Francisco<\/span>\u00a0(2014) 229 Cal.App.4th 437, 454 [177 Cal.Rptr.3d 145].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe burden is on the employer to prove that substantially similar employment was available which the wrongfully discharged employee could have obtained with reasonable effort.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Chyten v. Lawrence &amp; Howell Investments<\/span>\u00a0(1993) 23 Cal.App.4th 607, 616 [46 Cal.Rptr.2d 459].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]e conclude that the trial court should not have deducted from plaintiff\u2019s recovery against defendant the amount that the court found she might have earned in employment which was substantially inferior to her position with defendant.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Rabago-Alvarez<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra,<\/span>\u00a055 Cal.App.3d at p. 99.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]n those instances where the jury determines the employee was fired from a substantially similar position for cause, any amount the employee with reasonable effort could have earned by retaining that employment should be deducted from the amount of damages which otherwise would have been awarded to the employee under the terms of the original employment agreement.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Stanchfield, supra,<\/span>\u00a037 Cal.App.4th at pp. 1502\u20131503.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe location of the new job is one of the factors to consider in determining whether the new job is inferior.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Villacorta<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra,<\/span>\u00a0221 Cal.App.4th at p. 1432.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThere is some authority for the proposition that whether or not the other employment is comparable or substantially similar or equivalent to the prior position is a question of fact. On the other hand the issue of substantial similarity or inferiority of employment is one that has often been decided as a matter of law in California.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">California School Employees Assn.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra,<\/span>\u00a030 Cal.App.3d at pp. 253\u2013254, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe court could reasonably admit the evidence of other available jobs and leave the question of their substantial similarity to the jury.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Kao, supra,<\/span>\u00a0229 Cal.App.4th at p. 454.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[S]elf-employment is not unreasonable mitigation as long as the discharged employee applies sufficient effort trying to make the business successful, even if those efforts fail.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Cordero-Sacks v. Housing Authority of City of Los Angeles<\/span>\u00a0(2011) 200 Cal.App.4th 1267, 1284\u20131285 [134 Cal.Rptr.3d 883].) <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>Chin et al., California Practice Guide: Employment Litigation, Ch. 17-F,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Mitigation Of Damages (Avoidable Consequences Doctrine)<\/span>, \u00b6\u00b6\u200917:490, 17:492, 17:495, 17:497, 17:499\u201317:501 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Contract Actions, \u00a7\u00a7\u20098.40\u20138.41<\/div>\n<div>4\u00a0Wilcox, California Employment Law, Ch. 60,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Liability for Wrongful Termination and Discipline<\/span>, \u00a7\u200960.08[4]\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\u00a7\u2009249.18,\u00a0249.65\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-7o8iyz-0325eb1118a4904850c85558ed86b03d 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-580ijv-143c2fd50bf64bdfaeddd8b096899718\">\n#top .av_textblock_section.av-580ijv-143c2fd50bf64bdfaeddd8b096899718 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-580ijv-143c2fd50bf64bdfaeddd8b096899718 '   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-1851","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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