Utah Jury Instruction - 1.5.2 Reasonable Accommodation Claim

• Category: Federal - Jury Instructions - Adverse Employment Action
• State: Multi-State
• Control #: US-11CF-1-5-2
• 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. Utah Jury Instruction — 1.5.2 Reasonable Accommodation Claim provides guidance to the jury on how to evaluate a claim of reasonable accommodation under Utah law. In cases where a plaintiff alleges that they have been discriminated against based on a disability, this jury instruction is crucial in determining whether the defendant has failed to reasonably accommodate the plaintiff's disability. Reasonable accommodation refers to any modification or adjustment to a job, workplace environment, or any other aspect of employment that enables a qualified individual with a disability to perform the essential functions of their job. Under the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations to individuals with disabilities, unless it imposes an undue hardship on the employer. In a reasonable accommodation claim, the plaintiff must prove the following elements: 1. Disability: The plaintiff must establish that they have a disability, as defined by the ADA. A disability can be a physical or mental impairment that substantially limits one or more major life activities. 2. Request for Accommodation: The plaintiff must show that they have requested reasonable accommodation from the employer. The request should be clear and specific, indicating the need for an accommodation due to the plaintiff's disability. 3. Failure to Accommodate: The plaintiff must demonstrate that the employer failed to provide a reasonable accommodation or denied their request. The jury should consider whether the requested accommodation would have been effective in enabling the plaintiff to perform essential job functions without causing undue hardship to the employer. 4. Reasonable Accommodation Available: The plaintiff must prove that there was a reasonable accommodation available that would have enabled them to perform essential job functions. The jury should consider whether the requested accommodation was reasonable considering the nature of the plaintiff's disability and the specific job requirements. Types of Utah Jury Instruction — 1.5.2 Reasonable Accommodation Claim may include: 1. Failure to provide necessary equipment or tools: This type of claim arises when an employer fails to provide the necessary equipment or tools required for a disabled employee to perform their job. 2. Failure to modify the work environment: This claim involves situations where an employer fails to make necessary modifications to the workplace environment, such as installing ramps, grab bars, or accessible restroom facilities, to accommodate a disabled employee. 3. Failure to provide scheduling or policy accommodations: This claim focuses on situations where an employer fails to make reasonable adjustments to work schedules or policies to accommodate a disabled employee. For example, adjusting break times, providing additional leave, or allowing telecommuting. Utah Jury Instruction — 1.5.2 Reasonable Accommodation Claim plays a critical role in ensuring fair treatment for individuals with disabilities in the workplace. It provides a framework for jurors to assess whether an employer has fulfilled its obligation to reasonably accommodate disabled employees and avoid discrimination based on disability.

Utah Jury Instruction — 1.5.2 Reasonable Accommodation Claim provides guidance to the jury on how to evaluate a claim of reasonable accommodation under Utah law. In cases where a plaintiff alleges that they have been discriminated against based on a disability, this jury instruction is crucial in determining whether the defendant has failed to reasonably accommodate the plaintiff's disability. Reasonable accommodation refers to any modification or adjustment to a job, workplace environment, or any other aspect of employment that enables a qualified individual with a disability to perform the essential functions of their job. Under the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations to individuals with disabilities, unless it imposes an undue hardship on the employer. In a reasonable accommodation claim, the plaintiff must prove the following elements: 1. Disability: The plaintiff must establish that they have a disability, as defined by the ADA. A disability can be a physical or mental impairment that substantially limits one or more major life activities. 2. Request for Accommodation: The plaintiff must show that they have requested reasonable accommodation from the employer. The request should be clear and specific, indicating the need for an accommodation due to the plaintiff's disability. 3. Failure to Accommodate: The plaintiff must demonstrate that the employer failed to provide a reasonable accommodation or denied their request. The jury should consider whether the requested accommodation would have been effective in enabling the plaintiff to perform essential job functions without causing undue hardship to the employer. 4. Reasonable Accommodation Available: The plaintiff must prove that there was a reasonable accommodation available that would have enabled them to perform essential job functions. The jury should consider whether the requested accommodation was reasonable considering the nature of the plaintiff's disability and the specific job requirements. Types of Utah Jury Instruction — 1.5.2 Reasonable Accommodation Claim may include: 1. Failure to provide necessary equipment or tools: This type of claim arises when an employer fails to provide the necessary equipment or tools required for a disabled employee to perform their job. 2. Failure to modify the work environment: This claim involves situations where an employer fails to make necessary modifications to the workplace environment, such as installing ramps, grab bars, or accessible restroom facilities, to accommodate a disabled employee. 3. Failure to provide scheduling or policy accommodations: This claim focuses on situations where an employer fails to make reasonable adjustments to work schedules or policies to accommodate a disabled employee. For example, adjusting break times, providing additional leave, or allowing telecommuting. Utah Jury Instruction — 1.5.2 Reasonable Accommodation Claim plays a critical role in ensuring fair treatment for individuals with disabilities in the workplace. It provides a framework for jurors to assess whether an employer has fulfilled its obligation to reasonably accommodate disabled employees and avoid discrimination based on disability.