Reading Comprehension

PT147 · S2 · P4 · Q27 Breach of Contract Remedies

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A remedy that courts sometimes use in disputes involving a breach of contract is simply to compel the participants in the contract to do precisely what they have agreed to do.

Topic

When courts should use specific performance (forcing fulfillment of a contract) vs. awarding monetary damages as remedies for breach of contract.

Framework

Answer / Explain

Main Point

Specific performance is sometimes the best remedy when monetary damages can’t adequately compensate the harmed party, especially for unique items, but in most cases—especially involving services—it’s better for the court to award monetary damages to avoid coercion and friction. ( — end of P1)

P1: Introduction to Remedies for Broken Contracts

Courts sometimes make parties fulfill their contracts (“specific performance”) instead of just paying damages, but this isn’t always appropriate.

P2: When Specific Performance Makes Sense

Specific performance is most appropriate when money can’t make up for what was lost—like with one-of-a-kind or uniquely important items that can’t be replaced by cash.

P3: When Monetary Damages Are Better

Most contract breaches can be fixed with money, and trying to force someone to perform a service—especially when they’re now unwilling—can cause even more problems. Coercing people into such situations creates friction and isn’t practical for the courts, so monetary compensation is usually best for service contracts.

27.

Which one of the following would, if true, most strengthen the author's position with regard to remedies in employment contract cases?

  1. Court-ordered compensation in employment cases

    Weakens

    This is a reason not to remedy with money. It's saying it's hard to enforce payment.

    7% picked this

  2. All types of court-ordered remedies

    No Impact

    This is so wishy-washy: all types of remedies. We want an answer to say "do the money remedy, not the forced performance remedy". This doesn't discriminate between the two, so it doesn't lean in favor of either one.

    17% picked this

  3. Correct

    Most people who are sued

    Why this is right

    This confirms an assumption the author is making is preferring the remedy of "money" over "forced performance". The author is assuming that "money" is even an option. If you had a contract with someone to mow their lawn / re-sod their gardens on Dec 1st, and then you flaked on the contract, they take you to court, the court agrees that you flaked, and now you're going to get punished: The court will either make you do the lawn work you promised to do, or the court will assess a monetary reward that you will need to pay to that person you flaked on. Well what if you're too broke to pay the guy? In that case, it seems like forced performance would be the better remedy. If you're not going to be able to pay him the $250 fine the court awards, then it would be better for him to have the court force you to show up and angrily do the yardwork, even if it's awkward and you intentionally do a mediocre job. This answer reassures us that monetary rewards are in fact an option. Since employers generally have more available income than employees, it makes sense to potentially wonder whether an employee who flakes on a contract actually has any money to pay a monetary reward.

    Skill tested: Strengthen · how this choice captures the passage's function is the move to repeat next time.

    50% picked this

  4. The legal issues involved in

    Irrelevant Distinction

    This question is only concerned about the author's position when it comes to employment contract disputes, so other types of contracts have no bearing here.

    15% picked this

  5. The rights of potential employees

    Unclear Impact

    The author is rejecting forced performance because it's basically forcing an awkward situation, that may even be hostile. But whose rights is the author looking out for there? The employee or employer? She's not specific; thus it seems mutual. A hostile employee could easily make the employer feel very uncomfortable all day. The author could be saying, "The employer has a right to rectification of this contract in such a way that doesn't inflict more harm or suffering on that employer". Also, I don't really even get how rights of employees are overriding monetary considerations. Was there a monetary consideration for why we would be doing Forced Performance? The idea of one thing overriding another means that, "In deciding whether or not to do Forced Performance, there's a money reason why we would do it, there's a employees' rights reason why we wouldn't do it." That doesn't really match the conversation.

    11% picked this

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