The main purpose of the Civil Rights Act of 1991 is “to restore and strengthen civil rights laws that ban discrimination in employment, and for other purposes.” It made the Civil Rights Act of 1964 more inclusive and it allowed for more expansive approaches to damages relating to discriminatory employment practices.

Title VII applies to private-sector employers with 15 or more employees, to state and local government employers with 15 or more employees, and to the federal government as an employer. Title VII also applies to unions and employment agencies. Title VII does not apply to Tribal nations.

The Civil Rights Act of 1964 does not include prohibitions against age discrimination. This type of discrimination is covered under a separate law, the Age Discrimination in Employment Act of 1967.

Title VII of the Civil Rights Act does not cover federal employees or independent contractors. However, federal employees are protected against discrimination by other federal anti-discrimination laws.

It provides that a religious corporation, association, educational institution, or society is exempt from the provisions of Title VII that prohibit discrimination based on religion in the workplace.

Churches, synagogues, private clubs, and specific private organizations are exempt due to their adherence to membership requirements.

The Civil Rights Act of 1991 amends several sections of Title VII to strengthen and improve Federal civil rights laws and provide for the recovery of compensatory damages in Federal sector cases of intentional employment discrimination.

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Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The purposes of this Act are-- (1) to provide appropriate remedies for intentional discrimination and unlawful harassment in the workplace;A) Discriminatory practices prohibited; employees or applicants for employment subject to coverage. Allows compensatory and punitive damages for intentional employment discrimination on the basis of race, color, religion, sex, national origin, or disability. Emphasis in federal and state statutory claims of discrimination, harassment and retaliation arising under Title. Under the 1972 amendments, EEOC no longer is limited to investigation and conciliation of charges. Title VII makes no reference to. Title VII of the Civil Rights Act protects employees and job applicants from discriminatory practices.

Title Vii Of The Civil Rights Act And Its 1991 Amendment In Travis

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