North Carolina 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. North Carolina Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation is a legal instruction used in jury trials to address cases involving sex discrimination in the form of quid pro quo harassment. This instruction outlines the specific elements that need to be met for a plaintiff to establish a claim of quid pro quo sex discrimination and seek legal remedy. Quid pro quo sex discrimination occurs when an employer makes employment decisions or conditions, such as hiring, promotion, or continued employment, contingent upon the employee's acceptance of unwanted sexual advances, requests for sexual favors, or other explicit or implicit sexual conduct. Such behavior creates a hostile work environment and violates the laws protecting individuals from sex-based employment discrimination. To establish a claim of quid pro quo sex discrimination, the following elements must be proven: 1. Sexual Conduct: The plaintiff must demonstrate that the defendant subjected them to unwelcome sexual advances, requests for sexual favors, or engaged in other forms of sexual conduct. 2. Employment Action: The plaintiff must show that their employer conditioned an employment decision or a term or condition of employment on the plaintiff's acceptance or rejection of the unwelcome sexual conduct. 3. Causation: The plaintiff needs to establish a causal connection between the acceptance or rejection of the sexual conduct and the employment decision or condition imposed by the defendant. 4. Tangible Employment Action: The plaintiff must demonstrate that the employer's employment decision or condition was significant enough to affect the terms, benefits, privileges, or conditions of employment. If the plaintiff meets all of these elements, they may be entitled to damages and other remedies provided by the law, such as compensation for emotional distress, reinstatement, promotion, or other appropriate relief. It is important to note that North Carolina Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation may have variations depending on the specific facts and circumstances of each case. Additionally, related issues such as hostile work environment, retaliation claims, or other types of sex discrimination may be addressed separately in other jury instructions.

North Carolina Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation is a legal instruction used in jury trials to address cases involving sex discrimination in the form of quid pro quo harassment. This instruction outlines the specific elements that need to be met for a plaintiff to establish a claim of quid pro quo sex discrimination and seek legal remedy. Quid pro quo sex discrimination occurs when an employer makes employment decisions or conditions, such as hiring, promotion, or continued employment, contingent upon the employee's acceptance of unwanted sexual advances, requests for sexual favors, or other explicit or implicit sexual conduct. Such behavior creates a hostile work environment and violates the laws protecting individuals from sex-based employment discrimination. To establish a claim of quid pro quo sex discrimination, the following elements must be proven: 1. Sexual Conduct: The plaintiff must demonstrate that the defendant subjected them to unwelcome sexual advances, requests for sexual favors, or engaged in other forms of sexual conduct. 2. Employment Action: The plaintiff must show that their employer conditioned an employment decision or a term or condition of employment on the plaintiff's acceptance or rejection of the unwelcome sexual conduct. 3. Causation: The plaintiff needs to establish a causal connection between the acceptance or rejection of the sexual conduct and the employment decision or condition imposed by the defendant. 4. Tangible Employment Action: The plaintiff must demonstrate that the employer's employment decision or condition was significant enough to affect the terms, benefits, privileges, or conditions of employment. If the plaintiff meets all of these elements, they may be entitled to damages and other remedies provided by the law, such as compensation for emotional distress, reinstatement, promotion, or other appropriate relief. It is important to note that North Carolina Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation may have variations depending on the specific facts and circumstances of each case. Additionally, related issues such as hostile work environment, retaliation claims, or other types of sex discrimination may be addressed separately in other jury instructions.