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.
Indiana Jury Instruction — 1.2.2 Race And Or Sex Discrimination Hostile Work Environment Created Or Permitted By Supervisor — With Affirmative Defense By Employer In Indiana, the jury instruction 1.2.2 addresses the issue of race and/or sex discrimination in the form of a hostile work environment created or permitted by a supervisor, with an affirmative defense by the employer. This instruction provides guidance to jurors in understanding the legal framework surrounding workplace discrimination cases based on race and/or sex, specifically when a supervisor is involved. Keywords: Indiana, jury instruction, race discrimination, sex discrimination, hostile work environment, supervisor, affirmative defense, employer. A hostile work environment refers to a work atmosphere that is intimidating, offensive, or abusive due to discriminatory behavior. In this case, the discriminatory behavior is based on an employee's race and/or sex, and the instruction focuses on situations where a supervisor is responsible for creating or permitting such an environment. This instruction recognizes that an employer may be held responsible for the discriminatory actions of its supervisors. However, it also provides an affirmative defense that the employer can invoke to shield itself from liability if certain conditions are met. Types of Indiana Jury Instruction — 1.2.— - Race And Or Sex Discrimination Hostile Work Environment Created Or Permitted By Supervisor — With Affirmative Defense By Employer: 1. Elements of Hostile Work Environment: This type of instruction helps jurors understand the essential elements required to establish a hostile work environment under the specific context of race and/or sex discrimination. It outlines the necessary criteria that the plaintiff must prove, such as pervasive conduct, severity, and impact on the working conditions. 2. Supervisor's Behavior Creating or Permitting Hostile Environment: This instruction elaborates on the supervisor's role in creating or allowing a hostile work environment. It may emphasize particular behaviors, comments, or actions that could be considered discriminatory and contribute to a hostile atmosphere. 3. Employer's Affirmative Defense: This type of instruction explains the affirmative defense available to an employer. It highlights the conditions that the employer must satisfy to establish this defense, such as demonstrating prompt and effective remedial action upon becoming aware of the discriminatory conduct, implementing anti-discrimination policies, and providing sexual harassment training. 4. Jury's Evaluation of Credibility: Jurors play a crucial role in assessing the credibility of witnesses and evidence presented in such cases. This instruction guides jurors on how to evaluate witness testimony, considering factors such as demeanor, consistency, and corroborating evidence. 5. Damages: This instruction may outline the types of damages that the plaintiff may be entitled to if they prove their case, including compensatory and punitive damages. It may also provide guidance on how to calculate and award damages based on the evidence presented during trial. It is essential to consult the specific Indiana jury instructions applicable to the case at hand for a complete understanding of the intricacies involved in the instruction 1.2.2 of race and/or sex discrimination hostile work environment created or permitted by a supervisor, with an affirmative defense by the employer. Legal professionals and jurors alike should closely review the given instructions and apply them appropriately when determining liability and damages in such cases.
Indiana Jury Instruction — 1.2.2 Race And Or Sex Discrimination Hostile Work Environment Created Or Permitted By Supervisor — With Affirmative Defense By Employer In Indiana, the jury instruction 1.2.2 addresses the issue of race and/or sex discrimination in the form of a hostile work environment created or permitted by a supervisor, with an affirmative defense by the employer. This instruction provides guidance to jurors in understanding the legal framework surrounding workplace discrimination cases based on race and/or sex, specifically when a supervisor is involved. Keywords: Indiana, jury instruction, race discrimination, sex discrimination, hostile work environment, supervisor, affirmative defense, employer. A hostile work environment refers to a work atmosphere that is intimidating, offensive, or abusive due to discriminatory behavior. In this case, the discriminatory behavior is based on an employee's race and/or sex, and the instruction focuses on situations where a supervisor is responsible for creating or permitting such an environment. This instruction recognizes that an employer may be held responsible for the discriminatory actions of its supervisors. However, it also provides an affirmative defense that the employer can invoke to shield itself from liability if certain conditions are met. Types of Indiana Jury Instruction — 1.2.— - Race And Or Sex Discrimination Hostile Work Environment Created Or Permitted By Supervisor — With Affirmative Defense By Employer: 1. Elements of Hostile Work Environment: This type of instruction helps jurors understand the essential elements required to establish a hostile work environment under the specific context of race and/or sex discrimination. It outlines the necessary criteria that the plaintiff must prove, such as pervasive conduct, severity, and impact on the working conditions. 2. Supervisor's Behavior Creating or Permitting Hostile Environment: This instruction elaborates on the supervisor's role in creating or allowing a hostile work environment. It may emphasize particular behaviors, comments, or actions that could be considered discriminatory and contribute to a hostile atmosphere. 3. Employer's Affirmative Defense: This type of instruction explains the affirmative defense available to an employer. It highlights the conditions that the employer must satisfy to establish this defense, such as demonstrating prompt and effective remedial action upon becoming aware of the discriminatory conduct, implementing anti-discrimination policies, and providing sexual harassment training. 4. Jury's Evaluation of Credibility: Jurors play a crucial role in assessing the credibility of witnesses and evidence presented in such cases. This instruction guides jurors on how to evaluate witness testimony, considering factors such as demeanor, consistency, and corroborating evidence. 5. Damages: This instruction may outline the types of damages that the plaintiff may be entitled to if they prove their case, including compensatory and punitive damages. It may also provide guidance on how to calculate and award damages based on the evidence presented during trial. It is essential to consult the specific Indiana jury instructions applicable to the case at hand for a complete understanding of the intricacies involved in the instruction 1.2.2 of race and/or sex discrimination hostile work environment created or permitted by a supervisor, with an affirmative defense by the employer. Legal professionals and jurors alike should closely review the given instructions and apply them appropriately when determining liability and damages in such cases.