Hennepin Minnesota Jury Instruction — 1.5.1 Americans With Disabilities Act 42 USC Sect. 12101 – 12117 Disparate Treatment Claim is a set of guidelines provided to the jury in Hennepin County, Minnesota during a trial involving a claim related to disparate treatment under the Americans With Disabilities Act (ADA). These instructions are designed to ensure that the jury understands the legal principles and standards relevant to the case. The Americans With Disabilities Act prohibits discrimination against individuals with disabilities in various areas of public life, including employment, public accommodations, and services provided by public entities. Disparate treatment refers to unequal treatment of individuals based on their disability, leading to adverse employment actions or denial of services. In the Hennepin Minnesota Jury Instruction — 1.5.1, there may be different types or elements of a Disparate Treatment Claim under the Americans With Disabilities Act, including: 1. Prima Facie Case: This element focuses on the initial burden of the plaintiff to demonstrate evidence that they have a disability within the scope of the ADA and that they were treated less favorably than others due to their disability. 2. Qualification for a Position: ADA prohibits disability-based discrimination when hiring or considering someone for a particular job or position. The instruction may provide guidance on what factors should be considered to determine if an individual is qualified for a specific position. 3. Adverse Employment Action: This element refers to any unfavorable action taken by the employer against the employee, such as termination, demotion, denial of promotion, or other substantial negative changes in terms or conditions of employment. 4. Disability as a Motivating Factor: The instruction may discuss the requirement that the plaintiff must prove that their disability was a determining factor in the adverse employment action. In other words, they have to establish a causal link between their disability and the treatment received. 5. Employer's Pretext: This element focuses on the employer's justification for the adverse employment action. The instruction may elaborate on how the plaintiff can challenge the employer's stated reasons as mere pretext and demonstrate that the disability discrimination was the true motive. 6. Reasonable Accommodation: The ADA requires employers to make reasonable accommodations for individuals with disabilities, unless it would impose an undue hardship. The instruction might provide guidance on what constitutes a reasonable accommodation and how it should be evaluated in the context of the claim. These are some potential aspects that may be covered in the Hennepin Minnesota Jury Instruction — 1.5.1 Americans With Disabilities Act 42 USC Sect. 12101 – 12117 Disparate Treatment Claim. However, it is essential to consult the specific instruction given in the case for a complete understanding of the legal principles relevant to that particular trial.