Alex What are the remedies available to the EEOC?
Monetary remedies available under the laws enforced by the EEOC are as follows: Lost wages and prejudgment interest (all statutes). Liquidated/double damages (Title VII and ADA cases involving intentional discrimination). Punitive damages (Title VII and ADA cases in which the employer acts with reckless
What does EEOC mean by specific harm suffered?
1991. EEOC Notice No. 915.002 at 11-12, 14 (July 14, 1992) specific harm suffered. This is usually termed ‘pain, suffering, and loss of amenity.’ Examples of the contract, in lieu of performance or quantification of actual damages sustained. (Webster’s damages than the amount allowed under laws enforced by EEOC.
What are the rules for EEO damage awards?
The Commission’s Enforcement Guidance acknowledges that damage awards for emotional harm differ greatly, and there are no clear rules governing the amounts to be awarded. When determining these types of awards, however, it is necessary to limit the amount to the sums necessary to compensate the individual for actual harm.
How much can a federal employer be sued for?
The statute specifically limits awards of future pecuniary damages and non-pecuniary damages to $300,000 for employers of 501 or more employees, and provides that punitive damages are not available against the federal government or a government agency.
How to value damages in an employment discrimination case?
One reasonable way to value damages in an employment discrimination case is to see what amounts of damages have been awarded in other cases for emotional distress.
The Commission’s Enforcement Guidance acknowledges that damage awards for emotional harm differ greatly, and there are no clear rules governing the amounts to be awarded. When determining these types of awards, however, it is necessary to limit the amount to the sums necessary to compensate the individual for actual harm.
Can a EEOC seek to recover back pay?
The Equal Employment Opportunity Commission (“EEOC”) can seek recovery of back pay even when an employee has signed a mandatory arbitration agreement. EEOC v.
What was the outcome of the EEOC case?
The Agency engaged in egregious, substantial discriminatory and retaliatory conduct that increased the physical pain and damage to complainant’s neck and shoulder, and caused her to suffer severe depression.