Task: Wrong Candidate Generation
Input (English): 7 Cal.4th at 1247, 32 Cal.Rptr.2d 223, 876 P.2d 1022. Single, trivial or isolated incidents cannot generally support constructive discharge. Id. at 1247, 32 Cal.Rptr.2d 223, 876 P.2d 1022. Adverse conditions must be “extraordinary and egregious,” “unusually aggravated,” or part of a “continuous pattern,” such that any reasonable employee would feel compelled to resign rather than continue the employment relationship. Id. 1246-48, 32 Cal.Rptr.2d 223, 876 P.2d 1022; accord Mullins, 15 Cal.4th at 737, 63 Cal.Rptr.2d 636, 936 P.2d 1246. The conditions must be unreasonably harsh compared to those experienced by coworkers. Id. at 1247; accord King v. AC & R Advertising, 65 F.3d 764, 768 (9th Cir.1995). The length of time an employee remains on the job is one relevant facto 876 P.2d 1022 (<HOLDING>); King, 65 F.3d at 768 (insufficient as matter 
 Holding statements: (A) holding that harassment threats and one beating did not constitute persecution (B) holding that two instances of misconduct do not indicate a persistent and widespread pattern of misconduct that amounts to a city custom or policy of overlooking police misconduct (C) holding a defendant seeking a new trial on the basis of juror misconduct has the initial burden to prove thatajuror or jurors did in fact commit the alleged misconduct (D) holding the alleged misconduct taken together did not constitute a pattern of harassment or aggravating conditions (E) holding that defendant did not preserve his challenge to alleged prosecutorial misconduct where he did not timely object
Output (English): holding a defendant seeking a new trial on the basis of juror misconduct has the initial burden to prove thatajuror or jurors did in fact commit the alleged misconduct