{"id":1985,"date":"2021-10-25T03:54:37","date_gmt":"2021-10-25T03:54:37","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1985"},"modified":"2022-05-09T17:42:41","modified_gmt":"2022-05-09T17:42:41","slug":"caci-3723-substantial-deviation","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-3723-substantial-deviation\/","title":{"rendered":"CACI 3723 Substantial Deviation"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kv21zbqa-b4d973bcc8bedc2187c4827552287465\">\n#top .av-special-heading.av-kv21zbqa-b4d973bcc8bedc2187c4827552287465{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kv21zbqa-b4d973bcc8bedc2187c4827552287465 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kv21zbqa-b4d973bcc8bedc2187c4827552287465 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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-kv220dnm-22f25c0dd79bff333839396e7ae41209\">\n#top .av_textblock_section.av-kv220dnm-22f25c0dd79bff333839396e7ae41209 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kv220dnm-22f25c0dd79bff333839396e7ae41209 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">3723\u00a0Substantial Deviation<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">If [an employee\/a representative] combines the [employee\/representative]\u2019s personal business with the employer\u2019s business, then the [employee\/representative]\u2019s conduct is within the scope of [employment\/authorization] unless the [employee\/representative] substantially deviates from the employer\u2019s business.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">Deviations that do not amount to abandoning the employer\u2019s business, such as incidental personal acts, minor delays, or deviations from the most direct route, are reasonably expected and within the scope of employment.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[Acts that are necessary for [an employee\/a representative]\u2019s comfort, health, and convenience while at work are within the scope of employment.] <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 June 2006, April 2008, June 2014, 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>This instruction may be given with\u00a0CACI No.\u20023720,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Scope of Employment<\/span>, if the facts indicate that the employee has combined business and personal activities. In such a situation, the employee\u2019s personal activities must constitute a \u201csubstantial deviation\u201d from or \u201cabandonment\u201d of the employer\u2019s business in order to be outside of the scope of employment. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Farmers Ins. Group v. County of Santa Clara<\/span>\u00a0(1995) 11 Cal.4th 992, 1004 [47 Cal.Rptr.2d 478, 906 P.2d 440].) The words \u201creasonably expected\u201d express foreseeability.<\/p>\n<p>This instruction may be given with\u00a0CACI No. 3725,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Going-and-Coming Rule\u2014Vehicle-Use Exception,<\/span>\u00a0but not with\u00a0CACI No. 3724,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Going-and-Coming Rule\u2014Business-Errand Exception<\/span>. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi v. Marsh USA, Inc.<\/span>\u00a0(2013) 219 Cal.App.4th 886, 907\u2013908 [162 Cal.Rptr.3d 280].)<\/p>\n<p>Give the optional third paragraph if the employee was at the work site when the act giving rise to liability occurred, but was not directly involved in performing job duties at the time (for example, at lunch or on break). (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vogt v. Herron Construction, Inc.<\/span>\u00a0(2011) 200 Cal.App.4th 643, 651 [132 Cal.Rptr.3d 683].) <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[C]ases that have considered recovery against an employer for injuries occurring within the scope and during the period of employment have established a general rule of liability \u2018with a few exceptions\u2019 in instances where the employee has \u2018substantially deviated from his duties for personal purposes.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Mary M. v. City of Los Angeles<\/span>\u00a0(1991) 54 Cal.3d 202, 218 [285 Cal.Rptr. 99, 814 P.2d 1341], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAn exception [to employer liability] is made when the employee has substantially deviated from his duties for personal purposes at the time of the tortious act. While a minor deviation is foreseeable and will not excuse the employer from liability, a deviation from the employee\u2019s duties that is \u2018\u2009\u201cso material or substantial as to amount to an entire departure\u201d\u2009\u2019 from those duties will take the employee\u2019s conduct out of the scope of employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Halliburton Energy Services, Inc. v. Department of Transportation<\/span>\u00a0(2013) 220 Cal.App.4th 87, 95 [162 Cal.Rptr.3d 752], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhile the question of whether an employee has departed from his special errand is normally one of fact for the jury, where the evidence clearly shows a complete abandonment, the court may make the determination that the employee is outside the scope of his employment as a matter of law.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi, supra<\/span>, 219 Cal.App.4th at p. 907.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn some cases, the relationship between an employee\u2019s work and wrongful conduct is so attenuated that a jury could not reasonably conclude that the act was within the scope of employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Mary M., supra,<\/span>\u00a054 Cal.3d at p. 213, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe fact that an employee is not engaged in the ultimate object of his employment at the time of his wrongful act does not preclude attribution of liability to an employer<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">.<\/span>\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Alma W. v. Oakland Unified School Dist.<\/span>\u00a0(1981) 123 Cal.App.3d 133, 139 [176 Cal.Rptr. 287], internal citation omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cOne traditional means of defining this foreseeability is seen in the distinction between minor \u2018<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">deviations<\/span>\u2019 and substantial \u2018<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">departures<\/span>\u2019 from the employer\u2019s business. The former are deemed foreseeable and remain within the scope of employment; the latter are unforeseeable and take the employee outside the scope of his employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi, supra<\/span>, 219 Cal.App.4th at p. 901, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018\u2009\u201c[W]here the employee is combining his own business with that of his employer, or attending to both at substantially the same time, no nice inquiry will be made as to which business he was actually engaged in at the time of injury, unless it clearly appears that neither directly nor indirectly could he have been serving his employer.\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Farmers Ins. Group, supra<\/span>, 11 Cal.4th at p. 1004.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cGenerally, \u2018[i]f the main purpose of [the employee\u2019s] activity is still the employer\u2019s business, it does not cease to be within the scope of the employment by reason of incidental personal acts, slight delays, or deflections from the most direct route.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Halliburton Energy Services, Inc., supra<\/span>, 220 Cal.App.4th at p. 98.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cImportant factors in determining whether there has been a complete departure or merely a deviation are those of time and place. Thus, the fact that the employee is on the same route of return which he would use for both his employer\u2019s mission and his own is a factor tending to show a combination of missions. The amount of time consumed in the personal activity is likewise to be weighed. The nature of the digression is also to be considered. If the digression was in itself an inducement for [employee] to undertake the special errand or was connected with the performance of the errand, for example, as a reward, the jury would be entitled to weigh these facts in deciding whether there had been the complete departure from duty which is requisite to terminate course of employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Trejo v. Maciel<\/span>\u00a0(1966) 239 Cal.App.2d 487, 496\u2013497 [48 Cal.Rptr. 765].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]cts necessary to the comfort, convenience, health, and welfare of the employee while at work, though strictly personal and not acts of service, do not take the employee outside the scope of employment.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vogt, supra,<\/span>\u00a0200 Cal.App.4th at p. 651.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cHere, the required vehicle exception to the going and coming rule, not the special errand exception, governs our analysis. Accordingly, we have not applied the six factors used in special errand cases to determine whether [employee] was acting within the scope of her employment at the time of the accident. [\u00b6] Rather, we have applied the relevant principles under the required vehicle exception. Those principles differ from the six factors used to determine whether the special errand exception applies. In the present case, [employer] required [employee] to use her personal vehicle to travel to and from the office and other destinations. She also had to use her personal vehicle before, during, and after regular work hours to develop new business. We have properly examined whether [employee]\u2019s use of her personal vehicle conferred an incidental benefit on [employer]\u2014it did; whether her planned stops at the frozen yogurt shop and the yoga studio were an unforeseeable, substantial departure from her commute\u2014they were not; whether they were a foreseeable, minor deviation from her regular commute\u2014they were; whether they were not so unusual or startling that it would be unfair to include the resulting loss among the other costs of the employer\u2019s business\u2014they were not; and whether they were necessary for [employee]\u2019s comfort, convenience, health, and welfare\u2014they were.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moradi, supra,<\/span>\u00a0219 Cal.App.4th at pp. 907\u2013908.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe envision the link between respondeat superior and most work-related cell phone calls while driving as falling along a continuum. Sometimes the link between the job and the accident will be clear, as when an employee is on the phone for work at the moment of the accident. Oftentimes, the link will fall into a gray zone, as when an employee devotes some portion of his time and attention to work calls during the car trip so that the journey cannot be fairly called entirely personal. But sometimes, as here, the link is de minimis\u2014one call of less than one minute eight or nine minutes before an accident while traveling on a personal errand of several miles\u2019 duration heading neither to nor from a worksite. When that happens, we find no respondeat superior as a matter of law.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Miller v. American Greetings Corp.<\/span>\u00a0(2008) 161 Cal.App.4th 1055, 1063 [74 Cal.Rptr.3d 776].) <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>3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u00a7\u2009186\u2013205<\/div>\n<div>6 Witkin, Summary of California Law (11th ed. 2017) Torts, \u00a7\u20091865 et seq.<\/div>\n<div>Haning et al., California Practice Guide: Personal Injury, Ch. 2(II)-A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vicarious Liability<\/span>, \u00b6\u00b6\u20092:716, 2:735 (The Rutter Group)<\/div>\n<div>1 Levy et al.,\u00a0California Torts, Ch. 8,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vicarious Liability<\/span>, \u00a7\u20098.03[3]\u00a0(Matthew Bender)<\/div>\n<div>2\u00a0California Employment Law, Ch. 30,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employers\u2019 Tort Liability to Third Parties for Conduct of Employees<\/span>, \u00a7\u200930.05\u00a0(Matthew Bender)<\/div>\n<div>21\u00a0California Forms of Pleading and Practice, Ch. 248,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer\u2019s Liability for Employee\u2019s Torts<\/span>, \u00a7\u2009248.16\u00a0(Matthew Bender)<\/div>\n<div>10\u00a0California Points and Authorities, Ch. 100A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer and Employee: Respondeat Superior<\/span>, \u00a7\u00a7\u2009100A.28, 100A.35 (Matthew Bender)<\/div>\n<div>California Civil Practice: Torts \u00a7\u20093:8 (Thomson Reuters)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-7te569-84092063f7aad2e50bab17828cba50c7 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-5a9blt-f58ec83643720d4148efdb984b0533d6\">\n#top .av_textblock_section.av-5a9blt-f58ec83643720d4148efdb984b0533d6 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5a9blt-f58ec83643720d4148efdb984b0533d6 '   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-1985","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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