Title VII Civil Rights Act

1.2.1 Title VII - Civil Rights Act
Race And/Or Sex Discrimination
Discharge/Failure To Promote
Including “Same Decision” Defense

In this case the Plaintiff makes a claim under the Federal Civil Rights statutes that prohibit employers from discriminating against employees in the terms and conditions of their employment because of the employee's race sex or gender.

More specifically, the Plaintiff claims that he she was discharged from employment denied a promotional opportunity by the Defendant because of the Plaintiff's race sex or gender.

The Defendant denies that the Plaintiff was discriminated against in any way and asserts that

In order to prevail on this claim, the Plaintiff must prove each of the following facts by a preponderance of the evidence:

First: That the Plaintiff was discharged from employment denied a promotional opportunity by the Defendant; and

Second: That the Plaintiff's race sex or gender was a substantial or motivating factor that prompted the Defendant to take that action.

You should be mindful that the law applicable to this case requires only that an employer not discriminate against an employee because of the employee's race sex or gender.

So far as you are concerned in this case, an employer may discharge fail to promote an employee for any other reason, good or bad, fair or unfair, and you must not second guess that decision or permit any sympathy for the employee to lead you to substitute your own judgment for that of the Defendant even though you personally may not favor the action taken and would have acted differently under the circumstances.

Neither does the law require an employer to extend any special or favorable treatment to employees because of their race sex or gender.

On the other hand, it is not necessary for the Plaintiff to prove that the Plaintiff's race sex or gender was the sole or exclusive reason for the Defendant's decision. It is sufficient if the Plaintiff proves that race sex or gender was a determinative consideration that made a difference in the Defendant’s decision.

If you find in the Plaintiff’s favor with respect to each of the facts that the Plaintiff must prove, you must then decide whether the Defendant has shown by a preponderance of the evidence that the Plaintiff would have been dismissed not have been promoted for other reasons even in the absence of consideration of the Plaintiff’s race sex or gender.

If you find that the Plaintiff would have been dismissed not have been promoted for reasons apart from the Plaintiff’s race sex or gender, then your verdict should be for the Defendant.

If you find for the Plaintiff and against the Defendant on its defense, you must then decide the issue of the Plaintiff’s damages: In considering the issue of the Plaintiff's damages, you are instructed that you should assess the amount you find to be justified by a preponderance of the evidence as full, just and reasonable compensation for all of the Plaintiff's damages, no more and no less.

Compensatory damages are not allowed as a punishment and must not be imposed or increased to penalize the Defendant. Also, compensatory damages must not be based on speculation or guesswork because it is only actual damages that are recoverable.

On the other hand, compensatory damages are not restricted to actual loss of time or money; they cover both the mental and physical aspects of injury - tangible and intangible.

You should consider the following elements of damage, to the extent you find them proved by a preponderance of the evidence, and no others:

(a) Net lost wages and benefits to the date of trial;

(b) Emotional pain and mental anguish;

(c) Punitive damages, if any (as explained in the Court’s instructions)

You are instructed that any person who claims damages as a result of an alleged wrongful act on the part of another has a duty under the law to "mitigate" those damages - that is, to take advantage of any reasonable opportunity that may have existed under the circumstances to reduce or minimize the loss or damage.

So, if you should find from a preponderance of the evidence that the Plaintiff failed to seek out or take advantage of a business or employment opportunity that was reasonably available under all the circumstances shown by the evidence, then you should reduce the amount of the Plaintiff's damages by the amount that could have been reasonably realized if the Plaintiff had taken advantage of such opportunity.

The Plaintiff also claims that the acts of the Defendant were done with malice or reckless indifference to the Plaintiff’s federally protected rights so as to entitle the Plaintiff to an award of punitive damages in addition to compensatory damages.

In some cases punitive damages may be awarded for the purpose of punishing the Defendant for its wrongful conduct and to deter others from engaging in similar wrongful conduct.

However, an employer may not be held liable for punitive damages because of discriminatory acts on the part of its managerial employees where those acts by such employees are contrary to the employer’s own good faith efforts to comply with the law by implementing policies and programs designed to prevent such unlawful discrimination in the workplace.

So, an award of punitive damages would be appropriate only if you find for the Plaintiff and then further find from a preponderance of the evidence:

(1) that a higher management official of the Defendant personally acted with malice or reckless indifference to the Plaintiff’s federally protected rights, and

(2) that the employer itself had not acted in a good faith attempt to comply with the law by adopting policies and procedures designed to prohibit such discrimination in the workplace.

If you find that punitive damages should be assessed against the Defendant, you may consider the financial resources of the Defendant in fixing the amount of such damages.

SPECIAL INTERROGATORIES TO THE JURY

Do you find from a preponderance of the evidence:

1. That the Plaintiff was discharged from employment denied a promotional opportunity by the Defendant? Answer Yes or No

2. That the Plaintiff’s race sex or gender was a substantial or motivating factor that prompted the Defendant to take that action? Answer Yes or No

3. That the Plaintiff would have been discharged from employment denied a promotional opportunity for other reasons even in the absence of consideration of the Plaintiff’s race sex or gender? Answer Yes or No

4. That the Plaintiff should be awarded damages to compensate for a net loss of wages and benefits to the date of trial? Answer Yes or No

If your answer is Yes, in what amount? $

5. That the Plaintiff should be awarded damages to compensate for emotional pain and mental anguish? Answer Yes or No

If your answer is Yes, in what amount? $

6(a). That a higher management official of the Defendant acted with malice or reckless indifference to the Plaintiff’s federally protected rights? Answer Yes or No

(b) If your answer is Yes, that the Defendant itself had not acted in a good faith attempt to comply with the law by adopting policies and procedures designed to prohibit such discrimination in the workplace? Answer Yes or No

(c) If your answer is Yes, what amount of punitive damages, if any, should be assessed against the Defendant? $

SO SAY WE ALL.

DATED: