Illinois 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
• 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.

Illinois Jury Instruction — 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 – 634 General Instruction is a set of guidelines that provides instructions to the jury members during a trial involving age discrimination in employment cases. This instruction is specifically relevant to cases governed by the Age Discrimination in Employment Act (AREA) of the United States Code, Sections 621 to 634. The Illinois Jury Instruction — 1.4.1 aims to educate the jury members about the key provisions of the AREA and provide them with guidance on how to evaluate and analyze the evidence presented during the trial. This general instruction ensures that the jury understands the legal standards and requirements necessary to determine if age discrimination has occurred in the workplace. Key topics covered by this instruction include: 1. AREA Summary: This instruction provides an overview of the Age Discrimination in Employment Act, including its purpose, scope, and the individuals protected under the act. It clarifies that employees who are 40 years of age or older are safeguarded against discriminatory practices in employment. 2. Elements of Age Discrimination Claim: The instruction outlines the essential elements that the plaintiff must prove to establish their age discrimination claim. These elements typically include the fact that the plaintiff was a qualified individual, subjected to an adverse employment action, and that this action was based on their age. 3. Prima Facie Case: The instruction explains the concept of a prima facie case, which refers to the minimum evidence required for the plaintiff to proceed with their case. It informs the jury that if the plaintiff successfully presents evidence supporting their prima facie case, the employer must then provide a legitimate, non-discriminatory reason for the adverse employment action. 4. Employer's Burden of Proof: This instruction elaborates on the employer's burden of proof in an age discrimination case. It emphasizes that the employer must present evidence that the adverse employment action was based on factors other than the plaintiff's age, such as performance-related issues or organizational restructuring. 5. Pretext: This instruction educates the jury about the concept of pretext, which refers to a false or deceptive explanation given by the employer to mask their discriminatory intent. It instructs the jury to consider whether the employer's stated reason for the adverse employment action is credible or merely a pretext for age discrimination. 6. Damages and Relief: The instruction concludes with an explanation of the damages and relief that can be awarded in age discrimination cases. It covers back pay, front pay, reinstatement, compensatory damages, punitive damages (if applicable), and attorney fees. Different types of Illinois Jury Instruction — 1.4.1 Age Discrimination In Employment Act 29 USC Sect.621 – 634 General Instruction may exist to address specific elements or legal considerations that may vary from case to case. However, this general instruction provides a foundation for understanding the principles and guidelines that apply to age discrimination cases governed by the AREA.