What is Title VII Discrimation?
Title VII of 42 USC Section 2000(e) of the Civil Rights Act of 1964, often just called Title VII, is a federal law that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. The law applies to employers with 15 or more employees, including federal, state, and local governments, and it applies to all aspects of employment, including hiring, firing, promotions, pay, and working conditions.
Title VII prohibits both discrimination based on race, color, religion, sex or national origin and harassment in the workplace based on one of these protected categories. Harassment includes any behavior that is severe or pervasive enough to create a hostile work environment. This can include offensive comments or jokes, physical threats or intimidation, or unwanted physical contact.
Title VII has been an important tool for protecting the rights of employees and ensuring that they are treated fairly and equally in the workplace. It has also played a key role in the broader struggle for civil rights in the United States.
What type of Damages might be awared under Title VII Discrimination?
If an employee is successful in a discrimination lawsuit brought under Title VII of the Civil Rights Act of 1964, they may be entitled to a variety of Title VII discrimination damages. The specific damages that are available will depend on the circumstances of the case, but may include:
Back pay: This is an award of the wages and benefits that an employee would have received if they had not been subjected to discrimination or retaliation.
Front pay: This is an award of future wages and benefits that an employee would have received if they had not been subjected to discrimination or retaliation. Front pay may be awarded in cases where it is not possible for the employee to return to their former position.
Compensatory damages: This is an award designed to compensate the employee for the harm they suffered as a result of the discrimination or retaliation. Compensatory damages may include awards for emotional distress, medical expenses, and other out-of-pocket costs.
Punitive damages: This is an award designed to punish the employer for particularly egregious or malicious conduct. Punitive damages are intended to deter similar conduct in the future.
It is important to note that Title VII damages that an employee can recover are capped, depending on the size of the employer. For example, the cap on compensatory and punitive damages for an employer with 15-100 employees is $50,000, while the cap for an employer with more than 500 employees is $300,000.
This information included is not intended to serve as a substitute
for consultation with an attorney. Specific legal issues, concerns
and conditions always require the advice of appropriate legal professionals.