Kentucky 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. Kentucky Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation is a legal instruction provided to juries in Kentucky during trials involving cases of sex discrimination. This instruction specifically addresses quid pro quo violations, which are a form of sex discrimination where an individual is subjected to unwanted sexual advances or demands in exchange for some employment benefit or the prevention of adverse employment action. Under this jury instruction, the term "quid pro quo" refers to situations where a person in a position of authority, such as a supervisor or employer, makes unwelcome advances or demands of a sexual nature towards an employee. The instruction emphasizes that this behavior is a violation of sex discrimination laws and establishes the employer's liability for such actions. The instruction may be expanded upon and include different types of violations within the category of quid pro quo sex discrimination. Some potential variations or additional instructions within this category could include: 1. Quid Pro Quo Harassment: This instruction would provide further clarification on what constitutes quid pro quo harassment and how it is different from other forms of workplace harassment. It would highlight the requirement of a direct link between sexual advances/demands and employment consequences for the victim. 2. Tangible Employment Action: This instruction would focus on situations where the quid pro quo violation results in a tangible employment action, such as termination, demotion, or denial of promotion. It would specify the legal standards under which such actions may be considered discriminatory. 3. Hostile Work Environment: While not directly falling under quid pro quo violation, this category could be discussed within the context of sex discrimination and its relation to creating a hostile work environment. This instruction would explain how pervasive or severe unwelcome sexual advances or demands can contribute to a work environment that is hostile or abusive. Keywords: Kentucky, jury instruction, sex discrimination, quid pro quo violation, legal instruction, unwanted sexual advances, demands, employment benefit, adverse employment action, supervisor, employer, liability, quid pro quo harassment, tangible employment action, termination, demotion, denial of promotion, hostile work environment, pervasive, severe, unwelcome sexual advances, demands, work environment, abusive.

Kentucky Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation is a legal instruction provided to juries in Kentucky during trials involving cases of sex discrimination. This instruction specifically addresses quid pro quo violations, which are a form of sex discrimination where an individual is subjected to unwanted sexual advances or demands in exchange for some employment benefit or the prevention of adverse employment action. Under this jury instruction, the term "quid pro quo" refers to situations where a person in a position of authority, such as a supervisor or employer, makes unwelcome advances or demands of a sexual nature towards an employee. The instruction emphasizes that this behavior is a violation of sex discrimination laws and establishes the employer's liability for such actions. The instruction may be expanded upon and include different types of violations within the category of quid pro quo sex discrimination. Some potential variations or additional instructions within this category could include: 1. Quid Pro Quo Harassment: This instruction would provide further clarification on what constitutes quid pro quo harassment and how it is different from other forms of workplace harassment. It would highlight the requirement of a direct link between sexual advances/demands and employment consequences for the victim. 2. Tangible Employment Action: This instruction would focus on situations where the quid pro quo violation results in a tangible employment action, such as termination, demotion, or denial of promotion. It would specify the legal standards under which such actions may be considered discriminatory. 3. Hostile Work Environment: While not directly falling under quid pro quo violation, this category could be discussed within the context of sex discrimination and its relation to creating a hostile work environment. This instruction would explain how pervasive or severe unwelcome sexual advances or demands can contribute to a work environment that is hostile or abusive. Keywords: Kentucky, jury instruction, sex discrimination, quid pro quo violation, legal instruction, unwanted sexual advances, demands, employment benefit, adverse employment action, supervisor, employer, liability, quid pro quo harassment, tangible employment action, termination, demotion, denial of promotion, hostile work environment, pervasive, severe, unwelcome sexual advances, demands, work environment, abusive.