Tagged: statute

“If an employee proves either intentional or disparate impact employment discrimination [under Title VII] in court, remedies are extensive. They include back pay and other actual monetary damages the employee has incurred, injunctions and other equitable relief to stop the unlawful employment practice in the future, attorneys’ fees, and expert fees. If the employee proves intentional discrimination, the employee may also receive compensatory damages such as money for “pain and suffering” and punitive damages up to $300,000 to punish the employer for the wrongful conduct.”

Source: Sidney Charlotte Reynolds. “Closing a Discrimination Loophole: Using Title VII’s Anti-Retaliation Provision to Prevent Employers from Requiring Unlawful Arbitration Agreements as Conditions of Continued Employment.” 76 Wash. L. Rev. 957, 964. (2001).

It is without question that an unlawful employment practice is established when an illegitimate criterion “was a motivating factor for any employment practice, even though other factors also motivated the practice.”

Source: Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2(m).