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  就业歧视补救措施

                      
                        

          
          
                        就业歧视补救措施
              


          
  无论何时发现歧视,法律的目标是让歧视受害者处于与未发生歧视时相同(或几乎相同)的境地。

采取哪类补救措施,将随歧视行为及其对受害者的影响而定。例如,如果某人受歧视,未被选中担任某职或受晋升,则相应补救办法可能包括为此人安排工作和/或补发该人本来应得到的欠薪和福利。

雇主还必须停止任何歧视性做法,并采取措施防止今后再出现歧视。

歧视的受害者还可能获得律师费、专家证人费和诉讼费补偿。

补救措施可能包括补偿性赔偿和惩罚性赔偿

在涉及因种族、肤色、民族血统、性别(包括怀孕、性别认同和性取向)、宗教、残疾或遗传信息而故意歧视的案件中,可给予受害者补偿性赔偿和惩罚性赔偿。

补偿性赔偿向受害者支付因歧视而产生的自付费用(如找工作的费用或医疗费用),并补偿他们遭受的任何精神伤害(如精神痛苦、不便或丧失享受生活的权利)。

为惩罚犯有特别恶意或不计后果的歧视行为的雇主,可能会让其支付惩罚性赔偿。

对补偿性赔偿和惩罚性赔偿的限制

对于一个人可以获得多少补偿性赔偿和惩罚性赔偿,是有限制的。这些限制随雇主的规模而定:

对于拥有15-100名雇员的雇主,上限为5万美元。
	对于拥有101-200名雇员的雇主,上限为10万美元。
	对于拥有201-500名雇员的雇主,上限为20万美元。
	对于拥有超过500名雇员的雇主,上限为30万美元。年龄或性别歧视和违约赔偿

在涉及故意年龄歧视的案件中,或者在涉及《同工同酬法》规定的故意性别工资歧视的案件中,受害人无法获得补偿性赔偿或惩罚性赔偿,但有权获得“违约赔偿”。

为惩罚犯有特别恶意或不计后果的歧视行为的雇主,可能会对其判赔违约赔偿。可判给的违约赔偿的数额与受害者所获拖欠工资的数额相等。
      
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