Turner v. Anheuser-Busch, Inc.
876 P.2d 1022 | California Supreme Court | 1994
What This Case Means for Subcontractors
Turner, an employee at Anheuser-Busch, claimed he was forced to resign due to intolerable working conditions after complaining about illegal activity. The California Supreme Court ruled against him, establishing that to win a constructive wrongful discharge case, an employee must prove the employer deliberately created or knowingly allowed intolerable conditions—not just that conditions were bad. For subcontractors, this means complaints about poor conditions alone won't support a legal claim unless you can show the contractor intentionally made work impossible.
Key Takeaways
- •Document everything: If you claim working conditions forced you to quit, you need clear evidence the contractor knew about the problem and did nothing to fix it.
- •Complaints must be specific: Vague complaints about difficult work won't work. Show exactly what made conditions intolerable and when you reported it.
- •Prove intent or knowledge: You must demonstrate the contractor deliberately created the problem or knowingly ignored it—negligence or oversight isn't enough.
Employer must either deliberately create intolerable conditions or knowingly fail to remedy them.
Frequently Asked Question
If I quit because working conditions were terrible, can I sue my contractor for wrongful discharge?
Only if you can prove the contractor deliberately created or knowingly ignored the intolerable conditions. Simply having a hard job or poor working conditions isn't enough. You need documented evidence that you reported the problem and the contractor intentionally refused to fix it.
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