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Civil Rights Act 1991

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The Civil Rights Act of 1991 The Civil Rights Act of 1991 allowed employees to be rewarded punitive damages by a jury trial for discrimination against their race, national origin, gender, disability, or religion. The law had two significant procedural changes; first the law allows expanded compensatory damages as well as punitive damages and the complainant may receive a jury trial when seeking punitive damages. Prior to the passage of this law plaintiffs were only compensated for lost pay and benefits, reinstatement, and attorney fees. After passage, plaintiffs can also receive compensation for emotional pain, inconvenience, and mental anguish (Rebore, 2015, p. 69). The amount of compensatory and punitive damages can range from $50,000 for …show more content…

It is important to treat everyone with respect, and understand the law.
Section 504 of the Rehabilitation Act of 1973 Section 504 is a federal law that is designed to protect the rights of individuals with disabilities in programs and activities that receive Federal financial assistance from the U.S Department of Education (USDOE, 2015). No individual with a disability may be excluded to participate or denied benefits solely based on their disability. Section 504 pertains to public school district, colleges, and local and state agencies. Section 504 requires all school to provide a “free appropriate public education” (FAPE) to any students that are recognized with a disability, regardless of the severity or the nature. Section 504 requires recipients to provide to students with disabilities appropriate educational services designed to meet the individual needs of such students to the same extent as the needs of students without disabilities are met (USDOE, …show more content…

81). The leave is provided for employees who give birth, adoption or foster care, illness of a spouse, child, or parent, or the employees own illness. The law is provided to all employees in private and public schools. In a business or industry, the company must employ fifty or more people (Rebore, 2015, p. 81). To apply for the FMLA, the employee must have been employed in the school district for twelve months, and worked at least 1,250 hours. Unfortunately, this does not allow for many part-time employees to apply. Also, an employee that has the highest 10 percent of salaries may be denied due to an economic hardship placed on the company or school district. If an employee has knowledge of the need for a leave, he or she is required to give thirty days written or verbal notice. If it is unknown, the employee must give notice as soon as possible. The employee will first use any sick or accrued personal days. The district is also required to pay the health premiums of the

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