Which Act provides monetary damages in cases of international employee discrimination and authorizes compensatory and punitive damages?

The Civil Rights Act of 1991 is the legislation that provides for monetary damages in cases of international employee discrimination. This act was significant because it amended prior civil rights laws to include provisions for compensatory and punitive damages in cases where discrimination is proven. This means that victims of discrimination can receive financial compensation for both the tangible and intangible harms they have experienced, contributing to a stronger deterrent against discriminatory practices in the workplace.

The Civil Rights Act (1991) serves as an essential mechanism for enforcing equal employment opportunities and allows individuals who have faced discrimination not only to seek remedies for lost wages or benefits but also to receive damages for suffering, emotional distress, and other non-economic damages. This expanded range of remedies helps to make victims whole and underscores the seriousness of discrimination issues in the workplace.

In contrast, the other acts mentioned do not provide for the same breadth of compensatory and punitive damages in situations of employee discrimination. Each has its specific focus: the Equal Employment Opportunity Act addresses employment discrimination but does not establish the same level of compensatory damages; the Rehabilitation Act focuses on prohibiting discrimination based on disability but does not include provisions for punitive damages; and the Age Discrimination in Employment Act primarily protects older workers from age-related discrimination without the broader financial damage