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.
Maryland Jury Instruction — 1.5.2 Reasonable Accommodation Claim provides guidance for jurors when considering a claim of reasonable accommodation under Maryland law. Reasonable accommodation refers to an employer's obligation to make adjustments or modifications to enable individuals with disabilities to perform their job duties, participate in job-related activities, or enjoy employment benefits. The purpose of Maryland Jury Instruction — 1.5.2 is to ensure that jurors understand the legal standards and principles involved in evaluating a reasonable accommodation claim. It helps jurors determine whether the employer has acted in compliance with Maryland disability discrimination laws and whether the employee's claim is valid. The following are relevant keywords and concepts associated with Maryland Jury Instruction — 1.5.2 Reasonable Accommodation Claim: 1. Reasonable Accommodation: Refers to modifications or adjustments made by employers to provide equal employment opportunities to individuals with disabilities. 2. Maryland Law: Pertains to the specific legal requirements and standards applicable in the state of Maryland concerning reasonable accommodation claims. 3. Disability Discrimination: Refers to unfair or unequal treatment based on an individual's disability, which is prohibited under federal and state disability discrimination laws. 4. Employer's Obligation: Imposes a legal duty on employers to provide reasonable accommodations unless it causes undue hardship for the employer. 5. Job Performance: Evaluates an employee's ability to carry out the essential functions of their job with or without reasonable accommodation. 6. Participate in Job-Related Activities: Considers the ability of an individual to engage in activities that are necessary for their job, such as attending meetings, training sessions, or company events. 7. Employment Benefits: Considers the provision of benefits, privileges, or perks associated with employment, such as health insurance, retirement plans, or paid time off. Different types of Maryland Jury Instruction — 1.5.2 Reasonable Accommodation Claim may include variations specific to the circumstances of each case, such as: 1. Reasonable Accommodation for Physical Disabilities: Focuses on impairments that affect an individual's mobility, dexterity, or physical capabilities and the accommodations that may be necessary to enable job performance. 2. Reasonable Accommodation for Mental Health Disabilities: Considers accommodations for conditions affecting mental health, such as anxiety disorders, depression, or post-traumatic stress disorder, to ensure a healthy and supportive work environment. 3. Reasonable Accommodation in Job Assignments: Evaluates whether an employer has made sufficient efforts to reassign or modify job responsibilities to accommodate an employee's limitations, if that would enable them to perform essential job functions. 4. Reasonable Accommodation in Workspace Modifications: Addresses adjustments to physical workspace, equipment, or workstations to meet the needs of individuals with disabilities, such as wheelchair accessibility or specialized tools. It is crucial for jurors to carefully consider all relevant evidence and legal instructions when making a determination regarding a reasonable accommodation claim. By understanding the principles outlined in Maryland Jury Instruction — 1.5.2, jurors can make fair and informed decisions, ensuring individuals with disabilities receive the necessary accommodations to participate equally in the workforce.
Maryland Jury Instruction — 1.5.2 Reasonable Accommodation Claim provides guidance for jurors when considering a claim of reasonable accommodation under Maryland law. Reasonable accommodation refers to an employer's obligation to make adjustments or modifications to enable individuals with disabilities to perform their job duties, participate in job-related activities, or enjoy employment benefits. The purpose of Maryland Jury Instruction — 1.5.2 is to ensure that jurors understand the legal standards and principles involved in evaluating a reasonable accommodation claim. It helps jurors determine whether the employer has acted in compliance with Maryland disability discrimination laws and whether the employee's claim is valid. The following are relevant keywords and concepts associated with Maryland Jury Instruction — 1.5.2 Reasonable Accommodation Claim: 1. Reasonable Accommodation: Refers to modifications or adjustments made by employers to provide equal employment opportunities to individuals with disabilities. 2. Maryland Law: Pertains to the specific legal requirements and standards applicable in the state of Maryland concerning reasonable accommodation claims. 3. Disability Discrimination: Refers to unfair or unequal treatment based on an individual's disability, which is prohibited under federal and state disability discrimination laws. 4. Employer's Obligation: Imposes a legal duty on employers to provide reasonable accommodations unless it causes undue hardship for the employer. 5. Job Performance: Evaluates an employee's ability to carry out the essential functions of their job with or without reasonable accommodation. 6. Participate in Job-Related Activities: Considers the ability of an individual to engage in activities that are necessary for their job, such as attending meetings, training sessions, or company events. 7. Employment Benefits: Considers the provision of benefits, privileges, or perks associated with employment, such as health insurance, retirement plans, or paid time off. Different types of Maryland Jury Instruction — 1.5.2 Reasonable Accommodation Claim may include variations specific to the circumstances of each case, such as: 1. Reasonable Accommodation for Physical Disabilities: Focuses on impairments that affect an individual's mobility, dexterity, or physical capabilities and the accommodations that may be necessary to enable job performance. 2. Reasonable Accommodation for Mental Health Disabilities: Considers accommodations for conditions affecting mental health, such as anxiety disorders, depression, or post-traumatic stress disorder, to ensure a healthy and supportive work environment. 3. Reasonable Accommodation in Job Assignments: Evaluates whether an employer has made sufficient efforts to reassign or modify job responsibilities to accommodate an employee's limitations, if that would enable them to perform essential job functions. 4. Reasonable Accommodation in Workspace Modifications: Addresses adjustments to physical workspace, equipment, or workstations to meet the needs of individuals with disabilities, such as wheelchair accessibility or specialized tools. It is crucial for jurors to carefully consider all relevant evidence and legal instructions when making a determination regarding a reasonable accommodation claim. By understanding the principles outlined in Maryland Jury Instruction — 1.5.2, jurors can make fair and informed decisions, ensuring individuals with disabilities receive the necessary accommodations to participate equally in the workforce.