Arkansas Jury Instruction - 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction

• Category: Federal - Jury Instructions - Adverse Employment Action
• State: Multi-State
• Control #: US-11CF-1-6-1
• Format: Word; Rich Text

Description

This form contains sample jury instructions, to be used across the United States. These questions are to be used only as a model, and should be altered to more perfectly fit your own cause of action needs. Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction: The Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction is a legal directive provided to the jury in cases involving claims under the Equal Pay Act of 1963, as outlined in section 206 of Title 29 of the United States Code. This instruction provides guidance to the jury on how to evaluate and determine whether an employer has violated the requirements of the Equal Pay Act. The main objective of the Equal Pay Act is to ensure that men and women receive equal pay for equal work performed under similar working conditions. This instruction emphasizes the importance of eliminating gender-based pay disparities and promotes equal treatment and opportunities for all employees. Key concepts covered in the Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction include: 1. Comparison of Work: The instruction instructs the jury to evaluate whether the work performed by the claimant and the comparator(s) is substantially equal in terms of skill, effort, and responsibility. It guides the jury to consider factors such as job duties, job complexity, physical and mental requirements, and the level of decision-making authority. 2. Wage Differential: The instruction explains that a wage differential between employees of different genders in substantially equal jobs is only lawful if it is based on factors other than gender. It guides the jury to assess whether the basis for the wage differential is non-discriminatory and reasonably related to job performance. Factors such as education, experience, seniority, merit, and productivity may be considered. 3. Prohibited Discrimination: The instruction ensures that the jury understands that it is illegal for an employer to discriminate against an employee based on gender regarding wages and benefits. It emphasizes that the Equal Pay Act mandates equal pay for equal work, regardless of an individual's sex. It is important to note that while this description outlines the general content of the Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction, there may be variations or additional instructions specific to certain cases or circumstances. These variations may arise based on the specific facts and legal arguments presented in a particular lawsuit.

Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction: The Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction is a legal directive provided to the jury in cases involving claims under the Equal Pay Act of 1963, as outlined in section 206 of Title 29 of the United States Code. This instruction provides guidance to the jury on how to evaluate and determine whether an employer has violated the requirements of the Equal Pay Act. The main objective of the Equal Pay Act is to ensure that men and women receive equal pay for equal work performed under similar working conditions. This instruction emphasizes the importance of eliminating gender-based pay disparities and promotes equal treatment and opportunities for all employees. Key concepts covered in the Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction include: 1. Comparison of Work: The instruction instructs the jury to evaluate whether the work performed by the claimant and the comparator(s) is substantially equal in terms of skill, effort, and responsibility. It guides the jury to consider factors such as job duties, job complexity, physical and mental requirements, and the level of decision-making authority. 2. Wage Differential: The instruction explains that a wage differential between employees of different genders in substantially equal jobs is only lawful if it is based on factors other than gender. It guides the jury to assess whether the basis for the wage differential is non-discriminatory and reasonably related to job performance. Factors such as education, experience, seniority, merit, and productivity may be considered. 3. Prohibited Discrimination: The instruction ensures that the jury understands that it is illegal for an employer to discriminate against an employee based on gender regarding wages and benefits. It emphasizes that the Equal Pay Act mandates equal pay for equal work, regardless of an individual's sex. It is important to note that while this description outlines the general content of the Arkansas Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction, there may be variations or additional instructions specific to certain cases or circumstances. These variations may arise based on the specific facts and legal arguments presented in a particular lawsuit.