Maine Jury Instruction - 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction

• Category: Federal - Jury Instructions - Adverse Employment Action
• State: Multi-State
• Control #: US-11CF-1-6-1
• 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. Maine Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction is a set of instructional guidelines provided to the jury in a case involving the Equal Pay Act (EPA) as defined by United States Code (USC) Section 206. The instruction is specifically related to the state of Maine and aims to provide guidance to the jury regarding the standards and principles of the EPA in order to determine if there has been a violation. The instruction emphasizes the importance of equal pay for equal work and addresses the core provisions of the Equal Pay Act. It explains that the EPA prohibits employers from discriminating between employees on the basis of gender by paying different wages for substantially similar work. The instruction focuses on various key aspects related to the EPA, including but not limited to: 1. Intent: The instruction guides the jury to consider the intent of the employer in determining if wage discrepancies between employees of different genders exist. It highlights that the EPA focuses on the unequal payment based on gender rather than intentionality. 2. Comparison of work: The instruction directs the jury to consider the job requirements, skill level, effort, responsibility, and working conditions for each job being compared. The jury needs to determine if the work being performed by different employees is substantially similar or essentially equal. 3. Gender-based wage differentials: The instruction addresses the principle that gender-based wage differentials are only acceptable if they are based on a seniority system, merit system, a system that measures earnings by quantity or quality produced, or any other factor unrelated to gender. The jury must evaluate whether these exemptions are present. The Maine Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction may vary based on specific circumstances and details of the case. However, the overall objective remains the same — to provide the jury with a clear understanding of the EPA's requirements and guide them in applying these standards to the facts presented during the trial. It is important to note that while the content of the instruction is based on federal law (29 USC Sect. 206), its application is specific to the state of Maine. Different jurisdictions may have their own variations of the instruction, tailored to their respective state laws and regulations.

Maine Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction is a set of instructional guidelines provided to the jury in a case involving the Equal Pay Act (EPA) as defined by United States Code (USC) Section 206. The instruction is specifically related to the state of Maine and aims to provide guidance to the jury regarding the standards and principles of the EPA in order to determine if there has been a violation. The instruction emphasizes the importance of equal pay for equal work and addresses the core provisions of the Equal Pay Act. It explains that the EPA prohibits employers from discriminating between employees on the basis of gender by paying different wages for substantially similar work. The instruction focuses on various key aspects related to the EPA, including but not limited to: 1. Intent: The instruction guides the jury to consider the intent of the employer in determining if wage discrepancies between employees of different genders exist. It highlights that the EPA focuses on the unequal payment based on gender rather than intentionality. 2. Comparison of work: The instruction directs the jury to consider the job requirements, skill level, effort, responsibility, and working conditions for each job being compared. The jury needs to determine if the work being performed by different employees is substantially similar or essentially equal. 3. Gender-based wage differentials: The instruction addresses the principle that gender-based wage differentials are only acceptable if they are based on a seniority system, merit system, a system that measures earnings by quantity or quality produced, or any other factor unrelated to gender. The jury must evaluate whether these exemptions are present. The Maine Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction may vary based on specific circumstances and details of the case. However, the overall objective remains the same — to provide the jury with a clear understanding of the EPA's requirements and guide them in applying these standards to the facts presented during the trial. It is important to note that while the content of the instruction is based on federal law (29 USC Sect. 206), its application is specific to the state of Maine. Different jurisdictions may have their own variations of the instruction, tailored to their respective state laws and regulations.