Opinion ID: 538896
Heading Depth: 3
Heading Rank: 4

Heading: General Verdict

Text: 19 As a general rule, a general jury verdict will be upheld only if there is substantial evidence to support each and every theory of liability submitted to the jury. Syufy Enterprises v. American Multicinema, Inc., 793 F.2d 990, 1001 (9th Cir.1986); see also Sunkist Growers, Inc. v. Winckler & Smith Citrus Products Co., 370 U.S. 19, 29-30, 82 S.Ct. 1130, 1135-36, 8 L.Ed.2d 305 (1962). However, we may construe a general verdict as attributable to one of several theories if it was supported by substantial evidence and was submitted to the jury free from error. Traver v. Meshriy, 627 F.2d 934, 938 (9th Cir.1980). 2 The factors we must consider in deciding whether to exercise this discretion are: (1) the potential for confusion of the jury; (2) whether the losing party's defenses apply to the count upon which the verdict is being sustained; (3) the strength of the evidence supporting the count relied upon to sustain the verdict; and (4) the extent to which the same disputed issues of fact apply to the various legal theories. Id. at 938-39. 20 We find this an appropriate case for the exercise of discretion. There was little potential for confusion. Kern's counsel stressed the contractual bases for recovery in her closing argument. Age discrimination was offered not as an independent ground for recovery, but only as a possible explanation for Levolor's disparate treatment of Kern. [R.T. 7/29 at 146-48.] The same factual predicate--that Kern was, without adequate explanation treated differently from other employees--necessary to find age discrimination would support a verdict in favor of Kern on her contractual theories. See Traver, 627 F.2d at 939 (no need to reach sufficiency of evidence for weak section 1983 claim where that claim all but derivative of state tort claims); see also Roberts v. College of the Desert, 870 F.2d 1411, 1417 (9th Cir.1988) (no need to reach sufficiency of evidence on discrimination theory in employment dispute where there was sufficient evidence of due process violation). Levolor's defenses were the same for both the contractual and age discrimination claims: it argued that Kern was treated in accordance with company policy and was discharged for a legitimate business reason. The jury could not have found in favor of Kern under any of her theories without rejecting these defenses. The evidence supporting the contractual theories of recovery, while not overwhelming, was strong. The facts used by Kern to support her theories of recovery were largely identical, except that her claim of age discrimination required additional evidence to support Kern's theory of Levolor's motive. The same facts that bore on the circumstances of her discharge were relevant to each of her theories.