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.
Washington Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation: In the context of employment law, Washington Jury Instruction — 1.2.3 addresses the issue of sex discrimination quid pro quo violations. This instruction is relevant when a plaintiff accuses their employer of engaging in quid pro quo sex discrimination, which means that the employer demanded sexual favors or engaged in unwanted sexual advances as a condition for job-related benefits or opportunities. Quid pro quo violations can create a hostile work environment and undermine the victim's dignity and equal employment opportunities. This instruction is designed to guide the jury in understanding the elements necessary to establish a case of sex discrimination quid pro quo violation, including the following: 1. Unwanted Sexual Advances: The plaintiff must prove that the defendant (the employer) made unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. 2. Employer's Position of Power or Authority: The plaintiff must establish that the defendant was a supervisor, manager, or someone with authority over the plaintiff's employment, such as a senior colleague or a person responsible for hiring, promotion, or termination decisions. 3. Adverse Employment Action: The plaintiff must demonstrate that they suffered some adverse employment action as a result of their refusal to submit to the unwelcome sexual advances or requests. Adverse employment actions can include demotion, termination, denial of promotion or raise, unequal job assignments, or negative treatment in the workplace. 4. Causal Connection: The plaintiff must establish a causal connection between their refusal to comply with the sexual advances and the adverse employment action. They must show that the employer's decision was directly influenced by their rejection, indicating a quid pro quo arrangement. It is important to note that Washington Jury Instruction — 1.2.3 focuses specifically on sex discrimination quid pro quo violations. However, different types of sex discrimination violations may fall under other jury instructions, such as hostile work environment claims or disparate treatment based on gender. Each type of violation may require its own distinct elements of proof. By providing clear guidance to the jury, Washington Jury Instruction — 1.2.3 helps ensure a fair and accurate evaluation of sex discrimination quid pro quo claims under Washington State employment law. It aids in protecting the rights of individuals who have experienced unlawful sex discrimination and helps promote a workplace environment free from harassment and discrimination based on sex.
Washington Jury Instruction — 1.2.3 Sex Discrimination Quid Pro Quo Violation: In the context of employment law, Washington Jury Instruction — 1.2.3 addresses the issue of sex discrimination quid pro quo violations. This instruction is relevant when a plaintiff accuses their employer of engaging in quid pro quo sex discrimination, which means that the employer demanded sexual favors or engaged in unwanted sexual advances as a condition for job-related benefits or opportunities. Quid pro quo violations can create a hostile work environment and undermine the victim's dignity and equal employment opportunities. This instruction is designed to guide the jury in understanding the elements necessary to establish a case of sex discrimination quid pro quo violation, including the following: 1. Unwanted Sexual Advances: The plaintiff must prove that the defendant (the employer) made unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. 2. Employer's Position of Power or Authority: The plaintiff must establish that the defendant was a supervisor, manager, or someone with authority over the plaintiff's employment, such as a senior colleague or a person responsible for hiring, promotion, or termination decisions. 3. Adverse Employment Action: The plaintiff must demonstrate that they suffered some adverse employment action as a result of their refusal to submit to the unwelcome sexual advances or requests. Adverse employment actions can include demotion, termination, denial of promotion or raise, unequal job assignments, or negative treatment in the workplace. 4. Causal Connection: The plaintiff must establish a causal connection between their refusal to comply with the sexual advances and the adverse employment action. They must show that the employer's decision was directly influenced by their rejection, indicating a quid pro quo arrangement. It is important to note that Washington Jury Instruction — 1.2.3 focuses specifically on sex discrimination quid pro quo violations. However, different types of sex discrimination violations may fall under other jury instructions, such as hostile work environment claims or disparate treatment based on gender. Each type of violation may require its own distinct elements of proof. By providing clear guidance to the jury, Washington Jury Instruction — 1.2.3 helps ensure a fair and accurate evaluation of sex discrimination quid pro quo claims under Washington State employment law. It aids in protecting the rights of individuals who have experienced unlawful sex discrimination and helps promote a workplace environment free from harassment and discrimination based on sex.