Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Civil Rights Act Title Vii For 1991 In Philadelphia
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Multi-State
County:
Philadelphia
Control #:
US-000296
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Word;
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To amend the Civil Rights Act of 1964 to strengthen and improve Federal civil rights laws, to provide for damages in cases of intentional employment discrimination, to clarify provisions regarding disparate impact actions, and for other purposes.
This law was passed as an amendment to the Civil Rights Act of 1964, largely in response to a number of important court decisions interpreting the act. In particular, the law expanded the claims available to plaintiffs under 42 USC § 1981 for race discrimination, and allowed for more expansive approaches to damages.
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.
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.
Your chances of winning a discrimination case are much higher if you have the evidence and documentation to support your claim of discrimination. Such evidence could be direct or circumstantial.
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 way in which that can be done and proven is generally through circumstantial evidence showing that you are a member of a protected class, that you were denied a promotion, for example, and that the reason that your employer gave for why it denied you that promotion, was actually just a pretext for discrimination.
With 95% of EEOC district court cases being successful, it is clear that legal recourse can be an effective tool for victims of discrimination.
It will not only benefit you, but your co-workers as well because it will likely make your workplace safer by creating a better environment for all. When you sue, you can also obtain a legal remedy for the discrimination you have faced. Employers often offer a significant sum in these cases.
This subchapter shall not apply to an employer with respect to the employment of aliens outside any State, or to a religious corporation, association, educational institution, or society with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such ...