Which of the following is NOT one of the provisions of the Civil Rights Act of 1991?

Which of the following is NOT one of the provisions of the Civil Rights Act of 1991?

• A. Allows compensatory and punitive damages from public employers
• B. Provides for trial by jury
• C. Lengthens the timeframe for challenging seniority systems
• D. Affects mixed-motive discrimination cases

Answer: (A)

The Civil Rights Act of 1991 was enacted to strengthen and improve federal civil rights laws. Among its provisions are specific changes that allow individuals to seek compensatory and punitive damages, particularly in cases involving intentional discrimination by employers. Therefore, stating that this provision allows compensatory and punitive damages from public employers is indeed accurate and is part of the Act's framework. The provision regarding the trial by jury is also a notable inclusion in the Act, as it allows individuals to have their discrimination cases heard before a jury rather than solely through a judge, thereby enhancing the advocacy for civil rights. Furthermore, the Act addresses mixed-motive discrimination cases, which occur when an employer had both legitimate and illegitimate motives for an employment decision. This aspect of the law aims to ensure that individuals do not face discrimination based solely on one of the motives. The option related to lengthening the timeframe for challenging seniority systems is not specifically a provision under the Civil Rights Act of 1991. While the Act does introduce various protections and amendments regarding discrimination and fair treatment in employment, changes to the timeframe for such legal challenges are not defined within the scope of this particular legislation. The clarity of these distinctions emphasizes the impact of the Civil Rights Act of 1991 in addressing discrimination

The Civil Rights Act of 1991 was enacted to strengthen and improve federal civil rights laws. Among its provisions are specific changes that allow individuals to seek compensatory and punitive damages, particularly in cases involving intentional discrimination by employers. Therefore, stating that this provision allows compensatory and punitive damages from public employers is indeed accurate and is part of the Act's framework.

The provision regarding the trial by jury is also a notable inclusion in the Act, as it allows individuals to have their discrimination cases heard before a jury rather than solely through a judge, thereby enhancing the advocacy for civil rights.

Furthermore, the Act addresses mixed-motive discrimination cases, which occur when an employer had both legitimate and illegitimate motives for an employment decision. This aspect of the law aims to ensure that individuals do not face discrimination based solely on one of the motives.

The option related to lengthening the timeframe for challenging seniority systems is not specifically a provision under the Civil Rights Act of 1991. While the Act does introduce various protections and amendments regarding discrimination and fair treatment in employment, changes to the timeframe for such legal challenges are not defined within the scope of this particular legislation.

The clarity of these distinctions emphasizes the impact of the Civil Rights Act of 1991 in addressing discrimination