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This could include back-pay, job reinstatement, attorney's fees, expert witness fees, court costs, other compensatory damages, and punitive damages. Age-based discrimination and gender-based wage discrimination are not eligible for compensatory or punitive damages, but instead are limited to liquidated damages equal to the amount of back pay.
Consequently, the use of preserving a right to civil juries as a rationale for opposing non-economic damages caps is limited to American discourse on the matter. Roughly half of U.S. states have imposed damages caps in medical malpractice litigation. Eleven states impose damages caps for all general tort and personal injury cases. [26]
Pollard v. E. I. du Pont de Nemours & Co., 532 U.S. 843 (2001), was a United States Supreme Court case in which the Court held that front pay is not an element of compensatory damages under the Civil Rights Act of 1991 and thus is not subject to the damages cap imposed by the Act.
It provided the right to trial by jury on discrimination claims and introduced the possibility of emotional distress damages and limited the amount that a jury could award. It added provisions to Title VII of the Civil Rights Act of 1964 protections expanding the rights of women to sue and collect compensatory and punitive damages for sexual ...
Lilly Ledbetter Fair Pay Act of 2009; Long title: An Act to amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time ...
Missouri's lawsuit seeks to force Starbucks to end alleged discrimination based on race, gender and national origin; rehire and rescind discipline against employees affected by discrimination, and ...
The Walt Disney Company has agreed to pay $43 million to settle a gender pay discrimination lawsuit, highlighting the ongoing issue of unequal pay that could also be affecting your own financial ...
Executive Order 11246, signed by President Lyndon B. Johnson, was an executive order of the Article II branch of the United States federal government, in place from 1965 to 2025, specifying non-discriminatory practices and affirmative action in federal government hiring and employment.
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