Fair Treatment in the Workplace: Federal Legislative Protections Against Employment Discrimination
Overview
This paper analyzes recent federal legislation protecting employees from workplace discrimination, focusing on the Civil Rights Act of 1991 and the Rehabilitation Act of 1973. It examines the mechanisms of these laws including recovery rights, compensatory and punitive damages, and jury trial provisions, while also addressing conflicts between federal and state legislation.
What this coursework covers
- Analysis of Civil Rights Act of 1991 subdivisions: right of recovery, compensatory and punitive damages, jury trial, and definitions
- Examination of federal legislative protections including the Rehabilitation Act of 1973
- Federal versus state law conflicts with marijuana legislation as illustrative example
- Introduction to Employment-at-Will Doctrine and exceptions (incomplete section)
Preview
The value of fair treatment in the workplace
Name
Institution
- Analyze, identify, and explain recent legislation that helps to protect employees from discrimination in the workplace. Provide at least two recent federal legislative protections/laws. Provide some insight when the federal legislation conflicts with the state
The value of fair treatment in the workplace
The most recent legislative act is the Civil Rights Act of 1991. It is an improvement of the Title VII act of 1964. The act is further subdivided into four major parts; Right of recovery, compensatory and punitive damages, jury trial, and definitions (Jennings, 2018).
Right of recovery
This part is to cover four divisions. The first one being civil rights. It states that if any civil person feels discriminated in any way, he or she should file a petition. In this case, the respondent if found guilty he or she should be able to compensate the complainant for the damages caused.
The second deals with Disability. In case of unlawful discrimination based on disability, the complainant will also seek justice in the court of law and if the respondent is found guilty, he or she needs to pay compensatory or punitive damages according to the law (Jennings, 2018)
In other cases, the defendant and the complainant may come into an agreement about alleged discrimination. In such a case, damages are not awarded where the defendant demonstrates good faith.