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  繁體中文信息
  就業歧視補救措施

                      
                        

          
          
                        就業歧視補救措施
              


          
  一旦發現歧視,法律的目的就是讓歧視受害者處於與歧視從未發生時相同(或幾乎相同)的位置。

要採取那種補救措施將取決於歧視行為本身及它對受害者的影響。例如,如果個人因歧視而未被錄用或晉升,相應的補救措施可能包括安排個人本應獲得的工作和/或補發原本應得的欠薪和福利。

雇主還必須停止任何歧視性做法,並採取措施防止未來出現歧視。

歧視受害者還可以獲得律師費、專家證人費和訴訟費用的賠償。

補救措施可能包括補償性和懲罰性損害賠償

如果涉及基於個人種族、膚色、國籍、性別(包括懷孕、性別認同和性取向)、宗教、殘障或遺傳信息的故意歧視,可給予補償性和懲罰性賠償。

補償性損害賠償金向受害者支付因歧視而產生的自付費用(例如與求職或醫療費用),並補償他們遭受的任何情感傷害(例如精神痛苦、不便或失去生活樂趣) )。

懲罰性賠償是懲罰有特別惡意或魯莽歧視行為的雇主。

補償性和懲罰性損害賠償的限制

個人可以獲得的補償性和懲罰性損害賠償的金額是有限制的。這些限制隨雇主的規模而有所不同:

對於擁有 15 至 100 名員工的雇主,上限為 50,000 美元。
	對於擁有 101-200 名員工的雇主,上限為 100,000 美元。
	對於擁有 201-500 名員工的雇主,上限為 200,000 美元。
	對於擁有超過 500 名的雇主,上限為 300,000 美元。

年齡或性別歧視和約定損害賠償金

在涉及故意年齡歧視的案件中,或在涉及《同工同酬法》下故意基於性別的工資歧視的案件中,受害者無法獲得補償性或懲罰性賠償,但可能有權獲得「約定損害賠償金」。

約定損害賠償金可以懲罰特別惡意或魯莽的歧視行為。可能判給的違約賠償金的金額等於判給受害人的欠薪金額。
      
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