Montgomery Maryland Jury Instruction - 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 - 634 General Instruction

• Category: Federal - Jury Instructions - Adverse Employment Action
• State: Multi-State
• County: Montgomery
• Control #: US-11CF-1-4-1
• 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. Montgomery Maryland Jury Instruction — 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 – 634 General Instruction provides guidance to juries in Montgomery County, Maryland, regarding age discrimination cases governed by the Age Discrimination in Employment Act (AREA). This instruction is used when jurors are called upon to determine whether an employer has violated the AREA by discriminating against an employee or job applicant based on age. The AREA, which falls under Title VII of the Civil Rights Act of 1964, prohibits employers from discriminating against individuals who are aged 40 years or older. It ensures that age does not become a barrier to equal employment opportunities. The Montgomery Maryland Jury Instruction — 1.4.1 aims to educate jurors about the applicability and implications of this important federal law. Key components of the Montgomery Maryland Jury Instruction — 1.4.1 Age Discrimination In Employment Act include: 1. Introduction: The instruction provides an overview of the AREA, its purpose, and the importance of preventing age-based discrimination in the workplace. 2. Coverage: Jurors are informed about the scope and coverage of the AREA, emphasizing that it applies to private employers with 20 or more employees, labor organizations, employment agencies, and federal, state, and local governments. 3. Prohibited discrimination: This section explains the different types of age-based discrimination prohibited by the AREA, including hiring, firing, layoffs, promotions, pay, benefits, training, and any other employment terms and conditions. 4. Prima facie case: Jurors are instructed on what a plaintiff (the person alleging discrimination) must prove to establish a prima facie case of age discrimination, such as: a. The plaintiff belongs to the protected age group (40 years or older). b. The plaintiff was subjected to an adverse employment action. c. The adverse action occurred under circumstances suggesting discriminatory intent. d. Similarly, situated individuals outside the protected age group were treated more favorably. 5. Employer's defenses: This part clarifies the permissible defenses an employer may raise to justify an employment action that may appear discriminatory, such as a genuine occupational qualification (BFO) or a legitimate non-discriminatory reason for the employment decision. 6. Burden of proof: Jurors are informed about the burden of proof in age discrimination cases. Initially, the plaintiff has the burden to establish a prima facie case. If the plaintiff successfully proves their case, the burden then shifts to the defendant's employer to provide a legitimate non-discriminatory reason for the action taken. Ultimately, the burden returns to the plaintiff to prove that the employer's stated reason is merely a pretext for age discrimination. Overall, the Montgomery Maryland Jury Instruction — 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 – 634 General Instruction serves as a comprehensive guide for jurors to understand the relevant legal principles and considerations when deciding age discrimination cases under the AREA. It ensures fair and impartial deliberation while upholding the rights of individuals to be free from age-based discrimination in the workplace.

Montgomery Maryland Jury Instruction — 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 – 634 General Instruction provides guidance to juries in Montgomery County, Maryland, regarding age discrimination cases governed by the Age Discrimination in Employment Act (AREA). This instruction is used when jurors are called upon to determine whether an employer has violated the AREA by discriminating against an employee or job applicant based on age. The AREA, which falls under Title VII of the Civil Rights Act of 1964, prohibits employers from discriminating against individuals who are aged 40 years or older. It ensures that age does not become a barrier to equal employment opportunities. The Montgomery Maryland Jury Instruction — 1.4.1 aims to educate jurors about the applicability and implications of this important federal law. Key components of the Montgomery Maryland Jury Instruction — 1.4.1 Age Discrimination In Employment Act include: 1. Introduction: The instruction provides an overview of the AREA, its purpose, and the importance of preventing age-based discrimination in the workplace. 2. Coverage: Jurors are informed about the scope and coverage of the AREA, emphasizing that it applies to private employers with 20 or more employees, labor organizations, employment agencies, and federal, state, and local governments. 3. Prohibited discrimination: This section explains the different types of age-based discrimination prohibited by the AREA, including hiring, firing, layoffs, promotions, pay, benefits, training, and any other employment terms and conditions. 4. Prima facie case: Jurors are instructed on what a plaintiff (the person alleging discrimination) must prove to establish a prima facie case of age discrimination, such as: a. The plaintiff belongs to the protected age group (40 years or older). b. The plaintiff was subjected to an adverse employment action. c. The adverse action occurred under circumstances suggesting discriminatory intent. d. Similarly, situated individuals outside the protected age group were treated more favorably. 5. Employer's defenses: This part clarifies the permissible defenses an employer may raise to justify an employment action that may appear discriminatory, such as a genuine occupational qualification (BFO) or a legitimate non-discriminatory reason for the employment decision. 6. Burden of proof: Jurors are informed about the burden of proof in age discrimination cases. Initially, the plaintiff has the burden to establish a prima facie case. If the plaintiff successfully proves their case, the burden then shifts to the defendant's employer to provide a legitimate non-discriminatory reason for the action taken. Ultimately, the burden returns to the plaintiff to prove that the employer's stated reason is merely a pretext for age discrimination. Overall, the Montgomery Maryland Jury Instruction — 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 – 634 General Instruction serves as a comprehensive guide for jurors to understand the relevant legal principles and considerations when deciding age discrimination cases under the AREA. It ensures fair and impartial deliberation while upholding the rights of individuals to be free from age-based discrimination in the workplace.