Idaho 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.

Idaho Jury Instruction — 1.5.2 Reasonable Accommodation Claim: In Idaho, a reasonable accommodation claim refers to the legal ability for an employee to request modifications or adjustments from their employer in order to perform their job duties effectively, despite having a disability or medical condition. This jury instruction is utilized in civil cases where an employee believes their employer has failed to provide reasonable accommodations as required by law. Keywords: Idaho, jury instruction, reasonable accommodation claim, employee, employer, disability, medical condition, modifications, adjustments, civil cases. Different Types of Idaho Jury Instruction — 1.5.2 Reasonable Accommodation Claim: 1. Failure to Accommodate: This type of reasonable accommodation claim arises when an employee alleges that the employer has refused or neglected to make necessary accommodations to enable the employee to perform their job adequately. 2. Undue Hardship Defense: Under this instruction, an employer may argue that providing a specific accommodation would create undue hardship on their business operations, either due to excessive costs or other substantial difficulties. 3. Interactive Process Requirement: This type of instruction emphasizes the importance of engaging in an interactive process between the employee and the employer to determine suitable accommodations. It highlights that both parties must collaborate in good faith to explore potential accommodation options. 4. Retaliation for Requesting Accommodation: Another form of reasonable accommodation claim is related to retaliation. If an employee believes they faced adverse actions, such as termination, demotion, or hostile treatment, as a result of requesting accommodation, this instruction enables them to present their case. 5. Essential Job Functions: When defending against a reasonable accommodation claim, the employer may argue that the requested accommodation would fundamentally alter the nature or essential functions of the employee's job. This instruction addresses the need to evaluate whether the requested accommodation would indeed hinder the performance of essential job duties. 6. Unavailability of Reasonable Accommodation: In some instances, an employer may argue that no reasonable accommodation is available that would allow the employee to perform the job effectively. This instruction guides the jury in assessing whether the employer explored all possible accommodation options before reaching this conclusion. 7. Prejudice to the Employer: This instruction acknowledges that an employer may face prejudice or significant harm when granting certain accommodations. It allows the jury to consider the potential impact of accommodation on the overall functioning and productivity of the employer's business. In conclusion, Idaho Jury Instruction — 1.5.2 Reasonable Accommodation Claim addresses various aspects of accommodating individuals with disabilities or medical conditions in the workplace. It provides guidance to the jury in understanding the legal requirements, defenses, and different types of claims associated with this area of employment law.