{"id":1942,"date":"2021-10-25T03:55:14","date_gmt":"2021-10-25T03:55:14","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1942"},"modified":"2022-05-09T18:10:03","modified_gmt":"2022-05-09T18:10:03","slug":"caci-3903p-damages-from-employer-for-wrongful-discharge-economic-damage","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-3903p-damages-from-employer-for-wrongful-discharge-economic-damage\/","title":{"rendered":"CACI 3903P Damages From Employer for Wrongful Discharge (Economic Damage)"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kv268xw0-4700ad64da3724b1d94bb6ca1d80eab4\">\n#top .av-special-heading.av-kv268xw0-4700ad64da3724b1d94bb6ca1d80eab4{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kv268xw0-4700ad64da3724b1d94bb6ca1d80eab4 .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-kv26a6cw-e97a82430b4355629e3c4d92d17ea65a\">\n#top .av_textblock_section.av-kv26a6cw-e97a82430b4355629e3c4d92d17ea65a .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kv26a6cw-e97a82430b4355629e3c4d92d17ea65a '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">3903P\u00a0Damages From Employer for Wrongful Discharge (Economic Damage)<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Insert number, e.g.,<\/span>\u00a0\u201c3.\u201d<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]<\/span>\u00a0<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Past and future lost earnings.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">If you find that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] [constructively] discharged [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] in violation of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify, e.g., public policy and the Fair Employment and Housing Act<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">], then you must decide the amount of past and future lost earnings that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] has proven [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is entitled to recover, if any. To make that decision, you must:<\/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\">Decide the amount that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would have earned up to today, including any benefits and pay increases; and<\/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\">Add the present cash value of any future wages and benefits<\/span>\u00a0<span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">that [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would have earned for the length of time the employment with [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was reasonably certain to continue.<\/span><\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In determining the period that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employment was reasonably certain to have continued, you should consider such things as:<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s age, work performance, and intent regarding continuing 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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s prospects for continuing the operations involving [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]; and<\/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\">Any other factor that bears on how long [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] would have continued to work. <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 September 2003; Revised and Renumbered from CACI No. 2433 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>Give this instruction 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.) Include \u201cconstructively\u201d in the opening paragraph if the plaintiff alleges constructive discharge instead of an actual discharge. (See\u00a0CACI No. 2510, \u201c<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Constructive Discharge\u201d Explained<\/span>.)<\/p>\n<p>This instruction should be followed by\u00a0CACI No. 3963,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Affirmative Defense\u2014Employee\u2019s Duty to Mitigate Damages,<\/span>\u00a0if the employee\u2019s duty to mitigate damages is at issue. Also give\u00a0CACI No. 3904A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Present Cash Value,<\/span>\u00a0and\u00a0CACI No. 3904B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Use of Present-Value Tables.<\/span><\/p>\n<p>Other types of tort damages may be available to a plaintiff. For an instruction on emotional distress damages, see\u00a0CACI No. 3905A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Physical Pain, Mental Suffering, and Emotional Distress (Noneconomic Damage).<\/span>\u00a0See punitive damages instructions in the Damages series (CACI No. 3940\u00a0et seq.). <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\">Standard for Punitive Damages.\u00a0Civil Code section 3294(a).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Employer Liability for Punitive Damages.\u00a0Civil Code section 3294(b).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">A tortious termination subjects the employer \u201c\u2009\u2018to liability for compensatory and punitive damages under normal tort principles.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Gantt v. Sentry Insurance<\/span>\u00a0(1992) 1 Cal.4th 1083, 1101 [4 Cal.Rptr.2d 874, 824 P.2d 680], internal citation omitted.)<\/span><\/p>\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.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Parker v. Twentieth Century-Fox Film Corp.<\/span>\u00a0(1970) 3 Cal.3d 176, 181 [89 Cal.Rptr. 737, 474 P.2d 689], internal citations omitted; see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Smith v. Brown-Forman Distillers Corp.<\/span>\u00a0(1987) 196 Cal.App.3d 503, 518 [241 Cal.Rptr. 916].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA plaintiff may recover for detriment reasonably certain to result in the future. While there is no clearly established definition of \u2018reasonable certainty,\u2019 evidence of future detriment has been held sufficient based on expert medical opinion which considered the plaintiff\u2019s particular circumstances and the expert\u2019s experience with similar cases.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bihun v. AT&amp;T Information Systems, Inc.<\/span>\u00a0(1993) 13 Cal.App.4th 976, 995 [16 Cal.Rptr.2d 787], internal citations omitted, disapproved of on another ground in\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Lakin v. Watkins Associated Industries<\/span>\u00a0(1993) 6 Cal.4th 644, 664 [25 Cal.Rptr.2d 109, 863 P.2d 179].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[I]t is our view that in an action for wrongful discharge, and pursuant to the present day concept of employer-employee relations, the term \u2018wages\u2019 should be deemed to include not only the periodic monetary earnings of the employe (sic) but also the other benefits to which he is entitled as a part of his compensation.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Wise v. Southern Pac. Co.<\/span>\u00a0(1970) 1 Cal.3d 600, 607 [83 Cal.Rptr. 202, 463 P.2d 426].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">In determining the period that plaintiff\u2019s employment was reasonably certain to have continued, the trial court took into consideration plaintiff\u2019s \u201c\u2009\u2018physical condition, his age, his propensity for hard work, his expertise in managing defendants\u2019 offices, the profit history of his operation, [and] the foreseeability of the continued future demand for tax return service to small taxpayers \u2026\u2009.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Drzewiecki v. H &amp; R Block, Inc.<\/span>\u00a0(1972) 24 Cal.App.3d 695, 705 [101 Cal.Rptr. 169].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">In adding subdivision (b) to section 3294 in 1980, \u201c[t]he drafters\u2019 goals were to avoid imposing punitive damages on employers who were merely negligent or reckless and to distinguish ordinary respondeat superior liability from corporate liability for punitive damages.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">White v. Ultramar, Inc.<\/span>\u00a0(1999) 21 Cal.4th 563, 572 [88 Cal.Rptr.2d 19, 981 P.2d 944], see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Weeks v. Baker &amp; McKenzie<\/span>\u00a0(1998) 63 Cal.App.4th 1128, 1150\u20131151 [74 Cal.Rptr.2d 510].) <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-B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Contract Damages<\/span>, \u00b6\u00b6\u200917:237, 17:362, 17:365 (The Rutter Group)<\/div>\n<div>1 Wrongful Employment Termination Practice (Cont.Ed.Bar 2d ed.) Public Policy Violations, \u00a7\u00a7\u20095.64\u20135.67<\/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[2]\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,\u00a0249.50\u2013249.55,\u00a0249.80\u2013249.81,\u00a0249.90\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\u00a7\u2009100.41\u2013100.59B\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-6tamqe-e00ed0ce29cd6373493e3408ebebe06b 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-5fzxue-8d406604b4aa9a645e1cb3f1d78f1fad\">\n#top .av_textblock_section.av-5fzxue-8d406604b4aa9a645e1cb3f1d78f1fad .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5fzxue-8d406604b4aa9a645e1cb3f1d78f1fad '   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-1942","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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