Washington
How Civil Rights Act of 1991 applies in Washington: state-specific rules, key cases, and bar exam notes for Employment Law.
Washington's approach to employment discrimination incorporates the principles set forth in the Civil Rights Act of 1991, reinforcing protections against discrimination based on race, color, religion, sex, or national origin. The state law generally aligns with federal law, extending some rights and providing avenues for redress specifically designed to protect employees.
Washington law prohibits employment discrimination under the Washington Law Against Discrimination (WLAD), which covers protected classes similar to those enumerated in the Civil Rights Act of 1991 and empowers employees to seek damages, including punitive damages in some instances.
The court held that the WLAD applies to both public and private employers, affirming the right of employees to pursue claims of unlawful discrimination.
The court ruled that retaliation against employees for asserting rights under the WLAD is prohibited, further protecting employees who report discrimination.
The court determined that punitive damages are available under WLAD in cases of egregious conduct, consistent with the damages provisions of the Civil Rights Act of 1991.
Washington's approach closely mirrors the federal framework established by the Civil Rights Act of 1991, particularly regarding remedies such as compensatory and punitive damages. However, Washington's WLAD may provide broader coverage and protections, such as protective measures against retaliation that may not be explicitly stated at the federal level.
The principles of the Civil Rights Act of 1991 and their application in Washington state law are frequently tested on the Washington bar exam, particularly in the areas of employment discrimination and civil rights law.