Pros And Cons Of The Civil Rights Act Of 1991

The Civil Rights Act of 1991 is a federal law that was enacted on November 21, 1991 by Congress. It is defined as, “a federal legislation that focuses on establishing an employer’s responsibility for justifying hiring practices that seem to adversely affect people, because of race, color, religion, sex, or national origin.” (Public Law 102-166 1991). (Sayles & Gordon, 2016, p. 638). This federal law provides the plaintiff, such as (former) employees, the right to sue for damages on claims against their (former) employer for unequal treatment. The Act was enacted, because a series of U.S. Supreme Court decisions were limiting the rights of these employees who were suing for being discriminated against in the workplace. The Civil Rights Act is distinct about placing the responsibility on the employer for proving that hiring and discrimination in the workplace did not transpire. The Civil Rights Act of 1991 has a mission to reinforce and improve federal civil rights laws, provide for damages in claims where employers intentionally discriminated against employees, clarify provisions related to

For example, AT&T Technologies agreed to pay $66 million after being sued for discriminating against their pregnant employees by forcing them to take maternity leave before medically necessary. AT&T also did not guarantee their position upon returning from their pregnancy leave. Title VII of the Civil Rights Act, which involved prohibiting the discrimination against employees based on their race, color, religion, sex, or national origin, had a section added to it by the 1991 Act, which organized the theory of discrimination. The Act made it clear that the employer would be liable for any court fees and costs. Title VII was also extended to include American-controlled employers operating in other