I am an expert in the justanswer.com California Employment Law category. Please permit me to assist.
In general, University of California instructor employment decisions are controlled by the university's administrative grievance process, in concert with any collective bargaining agreements between union-member instructors and the university. Judicial review is limited to evaluating the fairness of the administrative hearing process -- not the correctness of any decision. See, e.g., Code Civ. Pro. 1094.5; Pomona College v. Sup.Ct. (Corin) (1996) 45 Cal.App.4th 1716, 1726, 53 Cal.Rptr.2d 662, 668; Gutkin v. University of So. Calif. (2002) 101 Cal.App.4th 967, 976-977,125 Cal.Rptr.2d 115, 122-123.
The UC grievance process can be found at this link.
Note: I must respectfully XXXXX XXXXX my colleagues prior answers to you, to the extent that it may suggest some claim based upon a breach of the implied covenant of good faith and fair dealing. First, there is a substantial difference between fair "process" and fair "dealing." The first relates to a due process of law hearing requirement which is imposed on organizations that operate as an arm of government -- such as the UC university system. The other relates to contracts between private individuals. The cases that I provided above discuss due process issues within the scope of your query. And, while you could conceivably apply a breach of covenant of good faith contract theory to the failure of a UC employer to follow its own grievance process, the fact is that the case law does not recognize the concept, preferring instead to deal with the matter as a due process of law issue.
Further note: If you believe you are disserved by any answer provided in this forum (including mine), you are welcome to seek a refund from Justanswer for the incorrect answer received.
Hope this helps.
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