- \n
- Constructive Discharge<\/strong>: It occurs when an employee’s resignation or retirement is so heavily influenced by the employer’s unlawful conduct that it can be considered a termination. Essentially, the working conditions become so intolerable that a reasonable person in the employee’s position would feel compelled to resign.<\/li>\n\n\n\n
- Legal Basis in California<\/strong>: This concept is primarily governed by the California Fair Employment and Housing Act (FEHA) and interpreted through various court decisions. FEHA prohibits employment practices that discriminate based on specific protected characteristics.<\/li>\n<\/ol>\n\n\n\n
Application in Legal Context<\/h3>\n\n\n\n
- \n
- Requirements for Constructive Discharge<\/strong>: To establish a claim, an employee must demonstrate:\n
- \n
- The employer’s conduct effectively altered the conditions of employment.<\/li>\n\n\n\n
- The conduct was severe or pervasive enough to create a hostile work environment.<\/li>\n\n\n\n
- A reasonable person in similar circumstances would feel compelled to resign.<\/li>\n<\/ul>\n<\/li>\n\n\n\n
- Relation to Wrongful Termination<\/strong>: Constructive discharge is often linked with wrongful termination claims, where the resignation is a result of discrimination, harassment, or retaliation.<\/li>\n<\/ol>\n\n\n\n
Legal Consequences<\/h3>\n\n\n\n
- \n
- For Employees<\/strong>: If constructive discharge is proven, the employee may be entitled to damages similar to those in wrongful termination cases, including lost wages, benefits, emotional distress, and sometimes punitive damages.<\/li>\n\n\n\n
- For Employers<\/strong>: Employers found liable for constructive discharge face similar penalties to those in wrongful termination cases, including financial damages, legal fees, and potential reputational harm.<\/li>\n<\/ol>\n\n\n\n
Problems and Challenges<\/h3>\n\n\n\n
- \n
- Proving Constructive Discharge<\/strong>: Establishing that working conditions were intolerable is subjective and challenging. The burden of proof lies heavily on the employee.<\/li>\n\n\n\n
- Interpretation of “Intolerable” Conditions<\/strong>: Determining what constitutes intolerable conditions can vary greatly depending on the specifics of the case.<\/li>\n\n\n\n
- Employee’s Decision to Resign<\/strong>: The timing and decision-making process of the employee’s resignation are critical factors and can complicate the case.<\/li>\n\n\n\n
- Documentation and Evidence<\/strong>: Both parties must thoroughly document events and communications, which can be complex and contentious.<\/li>\n<\/ol>\n\n\n\n
Examples<\/h3>\n\n\n\n
- \n
- Example of Constructive Discharge<\/strong>: An employee is subjected to severe and ongoing sexual harassment, and despite complaints, the employer fails to take appropriate action. Feeling unsafe and stressed, the employee resigns. This scenario could constitute constructive discharge.<\/li>\n\n\n\n
- Example of Non-Constructive Discharge<\/strong>: An employee resigns due to general dissatisfaction with new management policies that are applied uniformly to all employees. This situation likely would not meet the criteria for constructive discharge.<\/li>\n<\/ol>\n\n\n\n
Conclusion<\/h3>\n\n\n\n
Constructive discharge is a complex area of employment law in California, requiring a nuanced understanding of the conditions that can make a resignation effectively a termination. Both employees and employers must be aware of the legal thresholds and implications of such scenarios. Due to the complexities involved, legal advice from experts in employment law is often crucial in navigating and resolving these issues.<\/p>\n\n\n\n
Call 310-312-1100 Now to schedule a time to discuss your matter with Attorney John Michael Jensen. <\/p>\n\n\n\n
2510<\/strong>. <\/strong>\u201cConstructive Discharge\u201d Explained<\/strong><\/strong><\/p>\n\n\n\n
<\/td><\/tr> <\/td> <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
\n[<\/strong>Name of plaintiff<\/em>] must prove that [he\/she\/<\/strong>nonbinary pronoun<\/em>] was constructively discharged. To establish constructive discharge, [<\/strong>name of plaintiff<\/em>] must prove the following:<\/strong><\/strong><\/p>\n\n\n\n
- \n
- <\/strong>That [<\/strong>name of defendant<\/em>] [through [<\/strong>name of defendant<\/em>]\u2019s officers, directors, managing agents, or supervisory employees] intentionally created or knowingly permitted working conditions to exist that were so intolerable that a reasonable person in [<\/strong>name of plaintiff<\/em>]\u2019s position would have had no reasonable alternative except to resign; and<\/strong><\/strong><\/li>\n\n\n\n
- <\/strong>That [<\/strong>name of plaintiff<\/em>] resigned because of these working conditions.<\/strong><\/strong><\/li>\n<\/ol>\n\n\n\n
In order to be sufficiently intolerable, adverse working conditions must be unusually aggravated or amount to a continuous pattern. In general, single, trivial, or isolated acts of misconduct are insufficient to support a constructive discharge claim. But in some circumstances, a single intolerable incident may constitute a constructive discharge.<\/strong><\/strong><\/p>\n<\/div>\n\n\n\n
<\/td><\/tr> <\/td> New June 2012; Revised May 2019, May 2020<\/em><\/p>\n\n\n\n
Directions for Use<\/strong><\/strong><\/p>\n\n\n\n
Give this instruction with CACI No. 2401, Breach of Employment Contract\u2014Unspecified Term\u2014Actual or Constructive Discharge\u2014Essential Factual Elements<\/em>, CACI No. 2500, Disparate Treatment\u2014Essential Factual Elements<\/em>, CACI No. 2505, Retaliation<\/em>, CACI No. 2540, Disability Discrimination\u2014Disparate Treatment\u2014Essential Factual Elements<\/em>, CACI No. 2560, Religious Creed Discrimination\u2014Failure to Accommodate\u2014Essential Factual Elements<\/em>, or CACI No. 2570, Age Discrimination\u2014Disparate Treatment\u2014Essential Factual Elements<\/em>, if the employee alleges that because of the employer\u2019s actions, the employee had no reasonable alternative other than to leave the employment. Constructive discharge can constitute the adverse employment action required to establish a FEHA violation for discrimination or retaliation. (See Steele v. Youthful Offender Parole Bd. <\/em>(2008) 162 Cal.App.4th 1241, 1253 [76 Cal.Rptr.3d 632].)<\/p>\n\n\n\n
Sources and Authority<\/strong><\/strong><\/p>\n\n\n\n
- \n
- \u201c[C]onstructive discharge occurs only when an employer terminates employment by forcing the employee to resign. A constructive discharge is equivalent to a dismissal, although it is accomplished indirectly. Constructive discharge occurs only when the employer coerces the employee\u2019s resignation, either by creating working conditions that are intolerable under an objective standard, or by failing to remedy objectively intolerable working conditions that actually are known to<\/li>\n<\/ul>\n\n\n\n
CACI No. 2510 <\/strong>FAIR EMPLOYMENT AND HOUSING ACT<\/p>\n\n\n\n
the employer. We have said \u2018a constructive discharge is legally regarded as a firing rather than a resignation.\u2019 \u201d (Mullins v. Rockwell Internat. Corp. <\/em>(1997) 15 Cal.4th 731, 737 [63 Cal.Rptr.2d 636, 936 P.2d 1246], internal citations omitted.)<\/p>\n\n\n\n
- \n
- \u201cActual discharge carries significant legal consequences for employers, including possible liability for wrongful discharge. In an attempt to avoid liability, an employer may refrain from actually firing an employee, preferring instead to engage in conduct causing him or her to quit. The doctrine of constructive discharge addresses such employer-attempted \u2018end runs\u2019 around wrongful discharge and other claims requiring employer-initiated terminations of employment.\u201d (Turner v. Anheuser-Busch, Inc. <\/em>(1994) 7 Cal.4th 1238, 1244 [32<\/li>\n<\/ul>\n\n\n\n
Cal.Rptr.2d 223, 876 P.2d 1022].)<\/p>\n\n\n\n
- \n
- \u201cStanding alone, constructive discharge is neither a tort nor a breach of contract, but a doctrine that transforms what is ostensibly a resignation into a firing.\u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1251.)<\/li>\n\n\n\n
- \u201cIn order to amount to constructive discharge, adverse working conditions must be unusually \u2018aggravated\u2019 or amount to a \u2018continuous pattern\u2019 before the situation will be deemed intolerable. In general, \u2018[s]ingle, trivial, or isolated acts of [misconduct] are insufficient\u2019 to support a constructive discharge claim. Moreover, a poor performance rating or a demotion, even when accompanied by reduction in pay, does not by itself trigger a constructive discharge.\u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1247, internal citation and footnotes omitted.)<\/li>\n\n\n\n
- \u201cIn some circumstances, a single intolerable incident, such as a crime of violence against an employee by an employer, or an employer\u2019s ultimatum that an employee commit a crime, may constitute a constructive discharge. Such misconduct potentially could be found \u2018aggravated.\u2019 \u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1247, fn. 3.)<\/li>\n\n\n\n
- \u201cAlthough situations may exist where the employee\u2019s decision to resign is unreasonable as a matter of law, \u2018[w]hether conditions were so intolerable as to justify a reasonable employee\u2019s decision to resign is normally a question of fact. [Citation.]\u2019 \u201d (Vasquez v. Franklin Management Real Estate Fund, Inc. <\/em>(2013) 222 Cal.App.4th 819, 827 [166 Cal.Rptr.3d 242].)<\/li>\n\n\n\n
- \u201c[T]he standard by which a constructive discharge is determined is an objective one\u2014the question is \u2018whether a reasonable person faced with the allegedly intolerable employer actions or conditions of employment would have no reasonable alternative except to quit.\u2019 \u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1248, internal citations omitted.)<\/li>\n\n\n\n
- \u201c[U]nder Turner<\/em>, the proper focus is on the working conditions themselves, not on the plaintiff\u2019s subjective <\/em>reaction to those conditions.\u201d (Simers v. Los Angeles Times Communications, LLC <\/em>(2018) 18 Cal.App.5th 1248, 1272 [227 Cal.Rptr.3d<\/li>\n<\/ul>\n\n\n\n
695], original italics.)<\/p>\n\n\n\n
- \n
- \u201cThe length of time the plaintiff remained on the job may be one <\/em>relevant factor in determining the intolerability of employment conditions from the standpoint<\/li>\n<\/ul>\n\n\n\n
FAIR E CACI No. 2510<\/strong><\/p>\n\n\n\n
of a reasonable person.\u201d (Turner<\/em>, supra<\/em>, 7 Cal.4th at p. 1254, original italics.)<\/p>\n\n\n\n
- \n
- \u201c[T]here was, as the trial court found, substantial evidence that plaintiff\u2019s age and disability were \u2018substantial motivating reason[s]\u2019 for the adverse employment action or actions to which plaintiff was subjected. But the discriminatory motive for plaintiff\u2019s working conditions has no bearing on whether the evidence was sufficient to establish constructive discharge.\u201d (Simers<\/em>, supra<\/em>, 18 Cal.App.5th at p. 1271.)\n
- \n
- \u201cIn order to establish a constructive discharge, an employee must plead and prove, by the usual preponderance of the evidence standard, that the employer either intentionally created or knowingly permitted working conditions that were so intolerable or aggravated at the time of the employee\u2019s resignation that a reasonable employer would realize that a reasonable person in the employee\u2019s position would be compelled to resign. [\u00b6] For purposes of this standard, the requisite knowledge or intent must exist on the part of either the employer or those persons who effectively represent the employer, i.e., its officers, directors, managing agents, or supervisory employees.\u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1251.)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
Secondary Sources<\/h1>\n\n\n\n
3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment,<\/p>\n\n\n\n
\u00a7 238<\/p>\n\n\n\n
Chin et al., California Practice Guide: Employment Litigation, Ch. 4-G, Constructive Discharge<\/em>, \u00b6 4:405 et seq. (The Rutter Group)<\/p>\n\n\n\n
3 Wilcox, California Employment Law, Ch. 43, Civil Actions Under Equal Employment Opportunity Laws<\/em>, \u00a7 43.01 (Matthew Bender)<\/p>\n\n\n\n
11 California Forms of Pleading and Practice, Ch. 115, Civil Rights: Employment Discrimination<\/em>, \u00a7 115.34 (Matthew Bender)<\/p>\n\n\n\n
21 California Forms of Pleading and Practice, Ch. 249, Employment Law: Termination and Discipline<\/em>, \u00a7 249.15 (Matthew Bender)<\/p>\n\n\n\n
10 California Points and Authorities, Ch. 100, Employer and Employee: Wrongful Termination and Discipline<\/em>, \u00a7 100.31 et seq. (Matthew Bender)<\/p>\n\n\n\n
Call 310-312-1100 Now to schedule a time to discuss your matter with Attorney John Michael Jensen. <\/p>\n","protected":false},"excerpt":{"rendered":"
Constructive Discharge Explained Constructive discharge, in the context of wrongful termination and employment law in California, is a significant legal concept with intricate implications. Here’s an extensive overview of constructive discharge, its legal backdrop, potential problems, and illustrative examples: Definition and Legal Framework Application in Legal Context Legal Consequences Problems and Challenges Examples Conclusion Constructive […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"yoast_head":"\n
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- \u201cIn order to establish a constructive discharge, an employee must plead and prove, by the usual preponderance of the evidence standard, that the employer either intentionally created or knowingly permitted working conditions that were so intolerable or aggravated at the time of the employee\u2019s resignation that a reasonable employer would realize that a reasonable person in the employee\u2019s position would be compelled to resign. [\u00b6] For purposes of this standard, the requisite knowledge or intent must exist on the part of either the employer or those persons who effectively represent the employer, i.e., its officers, directors, managing agents, or supervisory employees.\u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1251.)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
- \u201c[T]here was, as the trial court found, substantial evidence that plaintiff\u2019s age and disability were \u2018substantial motivating reason[s]\u2019 for the adverse employment action or actions to which plaintiff was subjected. But the discriminatory motive for plaintiff\u2019s working conditions has no bearing on whether the evidence was sufficient to establish constructive discharge.\u201d (Simers<\/em>, supra<\/em>, 18 Cal.App.5th at p. 1271.)\n
- \u201cIn order to amount to constructive discharge, adverse working conditions must be unusually \u2018aggravated\u2019 or amount to a \u2018continuous pattern\u2019 before the situation will be deemed intolerable. In general, \u2018[s]ingle, trivial, or isolated acts of [misconduct] are insufficient\u2019 to support a constructive discharge claim. Moreover, a poor performance rating or a demotion, even when accompanied by reduction in pay, does not by itself trigger a constructive discharge.\u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1247, internal citation and footnotes omitted.)<\/li>\n\n\n\n
- \u201cStanding alone, constructive discharge is neither a tort nor a breach of contract, but a doctrine that transforms what is ostensibly a resignation into a firing.\u201d (Turner, supra<\/em>, 7 Cal.4th at p. 1251.)<\/li>\n\n\n\n
- \u201cActual discharge carries significant legal consequences for employers, including possible liability for wrongful discharge. In an attempt to avoid liability, an employer may refrain from actually firing an employee, preferring instead to engage in conduct causing him or her to quit. The doctrine of constructive discharge addresses such employer-attempted \u2018end runs\u2019 around wrongful discharge and other claims requiring employer-initiated terminations of employment.\u201d (Turner v. Anheuser-Busch, Inc. <\/em>(1994) 7 Cal.4th 1238, 1244 [32<\/li>\n<\/ul>\n\n\n\n
- <\/strong>That [<\/strong>name of plaintiff<\/em>] resigned because of these working conditions.<\/strong><\/strong><\/li>\n<\/ol>\n\n\n\n
- Example of Non-Constructive Discharge<\/strong>: An employee resigns due to general dissatisfaction with new management policies that are applied uniformly to all employees. This situation likely would not meet the criteria for constructive discharge.<\/li>\n<\/ol>\n\n\n\n
- Interpretation of “Intolerable” Conditions<\/strong>: Determining what constitutes intolerable conditions can vary greatly depending on the specifics of the case.<\/li>\n\n\n\n
- For Employers<\/strong>: Employers found liable for constructive discharge face similar penalties to those in wrongful termination cases, including financial damages, legal fees, and potential reputational harm.<\/li>\n<\/ol>\n\n\n\n
- For Employees<\/strong>: If constructive discharge is proven, the employee may be entitled to damages similar to those in wrongful termination cases, including lost wages, benefits, emotional distress, and sometimes punitive damages.<\/li>\n\n\n\n
- Legal Basis in California<\/strong>: This concept is primarily governed by the California Fair Employment and Housing Act (FEHA) and interpreted through various court decisions. FEHA prohibits employment practices that discriminate based on specific protected characteristics.<\/li>\n<\/ol>\n\n\n\n