Connecticut Jury Instruction - 1.5.2 Reasonable Accommodation Claim

• Category: Federal - Jury Instructions - Adverse Employment Action
• State: Multi-State
• Control #: US-11CF-1-5-2
• 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. Connecticut Jury Instruction — 1.5.2 Reasonable Accommodation Claim is a legal instruction provided to the jury during a trial in the state of Connecticut. It pertains to cases involving claims of reasonable accommodation in the context of employment discrimination based on a protected category such as disability. Here is a detailed description of this jury instruction, along with relevant keywords: 1. Reasonable Accommodation Claim: A reasonable accommodation claim refers to a legal allegation made by an employee who asserts that their employer failed to provide reasonable accommodations for their disability, leading to discriminatory treatment or adverse employment actions. 2. Protected Categories: Protected categories under Connecticut law may include disabilities, race, color, national origin, sex, age, marital status, sexual orientation, gender identity or expression, genetic information, and other legally recognized characteristics. 3. Definition of Reasonable Accommodation: Reasonable accommodation is a legal term that refers to modifications or adjustments made by employers to allow employees with disabilities to enjoy equal employment opportunities. It involves changes to a job or work environment that enable individuals with disabilities to perform essential job functions. 4. Interactive Process: The interactive process is a mandatory procedure that employers and employees must engage in to determine reasonable accommodations. It requires both parties to engage in good faith discussions to identify potential accommodations that meet the needs of the employee without causing undue hardship to the employer. 5. Employer's Obligations: This instruction outlines the employer's obligation to engage in the interactive process, meaning they must promptly and effectively communicate with the employee requesting accommodation, assess the specific limitations caused by the disability, and consider potential accommodations that would enable the employee to perform the essential functions of the job. 6. Definition of Undue Hardship: According to this instruction, an employer is not required to provide accommodation that would impose an undue hardship on the operation of their business. An undue hardship refers to significant difficulty or expense that would result in substantial financial costs, disruption of the workplace, or fundamental alterations to the nature or operation of the business. 7. Types of Reasonable Accommodations: The jury instruction may mention various types of reasonable accommodations that can be considered, such as assistive devices, modified work schedules, reassignment to vacant positions, job restructuring, modified workplace policies, provision of interpreters or readers, or even adjusting the physical workspace. 8. Burden of Proof: The instruction may discuss the burden of proof placed on the employee and the employer. In a reasonable accommodation claim, the burden is typically on the employee to prove that they requested an accommodation, were qualified for the job, and that the employer failed to provide reasonable accommodation. 9. Prima Facie Case Elements: The instruction may outline the elements needed for an employee to establish a prima facie case of reasonable accommodation claim, including showing that they have a disability, they are qualified for the job, they requested a reasonable accommodation, and the employer failed to provide it. 10. Remedies and Damages: This instruction may also touch upon the potential remedies and damages available to an employee who successfully proves their reasonable accommodation claim. These may include back pay, front pay, compensatory damages, injunctive relief, attorney fees, and potentially punitive damages based on the seriousness of the employer's unlawful conduct. Overall, Connecticut Jury Instruction — 1.5.2 Reasonable Accommodation Claim provides thorough guidance to the jury regarding the legal principles, elements, and considerations involved in assessing reasonable accommodation claims in employment discrimination cases.

Connecticut Jury Instruction — 1.5.2 Reasonable Accommodation Claim is a legal instruction provided to the jury during a trial in the state of Connecticut. It pertains to cases involving claims of reasonable accommodation in the context of employment discrimination based on a protected category such as disability. Here is a detailed description of this jury instruction, along with relevant keywords: 1. Reasonable Accommodation Claim: A reasonable accommodation claim refers to a legal allegation made by an employee who asserts that their employer failed to provide reasonable accommodations for their disability, leading to discriminatory treatment or adverse employment actions. 2. Protected Categories: Protected categories under Connecticut law may include disabilities, race, color, national origin, sex, age, marital status, sexual orientation, gender identity or expression, genetic information, and other legally recognized characteristics. 3. Definition of Reasonable Accommodation: Reasonable accommodation is a legal term that refers to modifications or adjustments made by employers to allow employees with disabilities to enjoy equal employment opportunities. It involves changes to a job or work environment that enable individuals with disabilities to perform essential job functions. 4. Interactive Process: The interactive process is a mandatory procedure that employers and employees must engage in to determine reasonable accommodations. It requires both parties to engage in good faith discussions to identify potential accommodations that meet the needs of the employee without causing undue hardship to the employer. 5. Employer's Obligations: This instruction outlines the employer's obligation to engage in the interactive process, meaning they must promptly and effectively communicate with the employee requesting accommodation, assess the specific limitations caused by the disability, and consider potential accommodations that would enable the employee to perform the essential functions of the job. 6. Definition of Undue Hardship: According to this instruction, an employer is not required to provide accommodation that would impose an undue hardship on the operation of their business. An undue hardship refers to significant difficulty or expense that would result in substantial financial costs, disruption of the workplace, or fundamental alterations to the nature or operation of the business. 7. Types of Reasonable Accommodations: The jury instruction may mention various types of reasonable accommodations that can be considered, such as assistive devices, modified work schedules, reassignment to vacant positions, job restructuring, modified workplace policies, provision of interpreters or readers, or even adjusting the physical workspace. 8. Burden of Proof: The instruction may discuss the burden of proof placed on the employee and the employer. In a reasonable accommodation claim, the burden is typically on the employee to prove that they requested an accommodation, were qualified for the job, and that the employer failed to provide reasonable accommodation. 9. Prima Facie Case Elements: The instruction may outline the elements needed for an employee to establish a prima facie case of reasonable accommodation claim, including showing that they have a disability, they are qualified for the job, they requested a reasonable accommodation, and the employer failed to provide it. 10. Remedies and Damages: This instruction may also touch upon the potential remedies and damages available to an employee who successfully proves their reasonable accommodation claim. These may include back pay, front pay, compensatory damages, injunctive relief, attorney fees, and potentially punitive damages based on the seriousness of the employer's unlawful conduct. Overall, Connecticut Jury Instruction — 1.5.2 Reasonable Accommodation Claim provides thorough guidance to the jury regarding the legal principles, elements, and considerations involved in assessing reasonable accommodation claims in employment discrimination cases.