Why This Is Important . . . Without a standard, these options may be unenforceable. The United States Supreme Court has held that if the employer has made good faith efforts to comply with the law against discrimination, the employer is not liable for punitive damages under Title VII even if the employee was a manager. Why This Is Important . . . This ruling provides an additional incentive for employers to make and document good faith efforts to comply with Title VII, such as training programs and anti-discrimination policies.
Punitive damages are generally the most costly penalties.
To preserve the city's dunes and natural beach habitat, the city refused applications five times. With each rejection, the city made more rigorous demands, placing more rigorous demands on the developer each time. The Court also held that a jury was the proper body to decide whether the city's denial advanced legitimate public interests and whether the developer had been denied all economically viable use of the property. Why This Is Important . . . A city's denial of an application to develop land is a decision that now may be ultimately reviewed and decided by a jury.