Guam Jury Instruction - 1.2.3 Sex Discrimination Quid Pro Quo Violation

• Category: Federal - Jury Instructions - Adverse Employment Action
• State: Multi-State
• Control #: US-11CF-1-2-3
• 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.

Guam Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation is a crucial legal instruction provided to the jury in Guam regarding cases involving sex discrimination and quid pro quo violations. This particular instruction aims to provide guidance on identifying and understanding the various forms of sex discrimination that occur in the workplace. Here are some detailed descriptions and relevant keywords associated with this instruction: 1. Quid Pro Quo Violation: Quid pro quo refers to a situation in which an individual is subjected to unwelcome sexual advances or requests, and their submission or refusal determines their employment or career advancement. This type of violation typically involves someone in a position of authority exerting influence over an employee, making their job benefits or security contingent on engaging in sexual activities or favors. 2. Hostile Work Environment: Though not explicitly stated within the instruction number mentioned, sex discrimination can also occur through a hostile work environment. In this context, it refers to an environment in which an individual is subjected to unwelcome and pervasive sexual conduct or comments that interfere with their work performance or create an intimidating, hostile, or offensive atmosphere. 3. Elements of Sex Discrimination: The Guam Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation outlines essential elements necessary to establish a case of sex discrimination, including: a. Unwelcome Sexual Advances: Refers to unsolicited or unwanted sexual propositions, advances, or requests made by a superior or co-worker. b. Submission or Rejection Influence: In a quid pro quo violation, the acceptance or rejection of such advances has a significant impact on an individual's employment, promotion, or other career-related decisions. c. Discriminatory Intent: To prove sex discrimination, it is crucial to determine that the conduct or actions were motivated by the individual's sex, indicating clear bias or prejudice. d. Adverse Employment Action: The instruction emphasizes that the discrimination must result in some form of adverse employment action, such as wrongful termination, demotion, salary reduction, denial of promotion, or unfair work assignments. It is important to note that this description primarily focuses on the specific type of sex discrimination known as quid pro quo violations. In addition to this instruction, other instructions may cover various facets of sex discrimination, including hostile work environment claims or gender-based harassment.