Federal Caps on Employment Discrimination Lawsuits
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What is Employment Discrimination?
Discrimination in the workplace occurs when an employer discriminates against a potential candidate or employee based on protected categories such as race, national origin, gender, pregnancy, sexual orientation, religion, age, and disability.
What Remedies May Be Available?
Remedies for employment discrimination are designed to put the victim of discrimination in the same state as if discrimination had never occurred. If you are the victim of employment discrimination, you may receive not only compensatory but also punitive damages. While compensatory damages compensate for emotional harm and out-of-pocket expenses, punitive damages punish the discriminating employer for wrongful conduct and go beyond what’s necessary to simply compensate the victim.
Limited Recovery: What Are Federal Caps on Damages for Employment Discrimination?
The Equal Employment Opportunity Commission (EEOC) that enforces Federal anti-discriminatory laws upholds special limits on the amount you can recover. These "caps" on recovery apply to both compensatory and punitive damages in relation to the employer’s size. These federal limits are summarized below:
- Cap of $50,000 for employer’s size of 15 to 100 employees.
- Cap of $100,000 for employer’s size of 101 to 200 employees.
- Cap of $200,000 for employer’s size of 201 to 500 employees.
- Cap of $300,000 for employer’s size of more than 500 employees.
When to Seek an Attorney’s Advice?
If you are the victim of discrimination as an employee, a qualified employment discrimination lawyer may help in building your employment discrimination case and pursuing appropriate remedies. If you are an employer, you should consult with an attorney to develop effective employment handbooks, clear nondiscrimination guidelines, and compliance procedures.
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Last Modified: 08-18-2017 04:01 AM PDT
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