Wyoming Jury Instruction — 1.1.3 Public Employee Equal Protection Claim Race and/or Sex Discrimination Hostile Work Environment — Separate Liability: This Wyoming jury instruction pertains to public employees who have experienced race and/or sex discrimination within their workplace, resulting in a hostile work environment. It specifically addresses the concept of separate liability when it comes to holding the employer accountable for such discriminatory practices. Keywords: Wyoming, jury instruction, public employee, equal protection claim, race discrimination, sex discrimination, hostile work environment, separate liability. Description: The Wyoming Jury Instruction — 1.1.3 focuses on public employees who have faced discriminatory behavior based on their race and/or sex, resulting in a hostile work environment. It provides guidance to the jury on determining liability in such cases and emphasizes the concept of separate liability when assessing the employer's responsibility for the discriminatory acts. By focusing on the public sector, this instruction acknowledges that public employers have an obligation to provide equal protection to all employees, ensuring that their workplaces are free from discrimination. It recognizes the significance of race and/or sex discrimination in creating a hostile work environment, thereby impeding an employee's ability to perform their duties effectively. The instruction emphasizes that both race and sex discrimination can contribute to a hostile work environment separately or in combination. It highlights the potential impact of derogatory remarks, offensive behavior, or stereotypes associated with an individual's race and/or sex. Furthermore, it outlines that these discriminatory actions can occur not only through direct engagement but also through an atmosphere or climate created within the workplace. Regarding liability, the instruction focuses on the concept of separate liability. This means that the employer can be held accountable for the actions of their employees or agents who engage in discriminatory behavior. It highlights that the employer may be held responsible for their own direct acts of discrimination, as well as those committed by their employees if it is proven that they had knowledge of such behavior and failed to take appropriate action to address and prevent it. Overall, Wyoming Jury Instruction — 1.1.3 serves as a comprehensive guide for jurors when considering public employee equal protection claims related to race and/or sex discrimination resulting in a hostile work environment. By highlighting the concept of separate liability, it aims to ensure that public employers are held responsible for discriminatory practices taking place within their organizations.