Final answer:
The employer may be liable for back pay when reinstatement is not possible or for back pay of up to two years before the claim was filed with the EEOC. Other damages, like punitive damages or non pecuniary compensatory damages, depend on case specifics.
Step-by-step explanation:
If an employee is successful in an Equal Employment Opportunity Commission (EEOC) case, the employer may be liable for various types of remedies depending on the specifics of the case. However, among the options provided:
- B. Back pay for situations when reinstatement is not possible is commonly awarded. This is to compensate the employee for the wages they would have earned if they had not been discriminated against.
- C. Back pay of up to two years before the filing of the charge with the EEOC is a limitation set on how far back the back pay can be calculated.
Options A (punitive damages under the disparate/adverse impact) and D (non pecuniary compensatory damages up to $500,000 for gender discrimination and religious discrimination) are less commonly applicable as general provisions but are available under specific circumstances.
It is key to note that under Title VII of the Civil Rights Act, discriminatory practices include a variety of factors, such as race, color, religion, sex, and national origin, and that legal protections have been broadened to help identify and address pay discrimination, such as through the Lilly Ledbetter Fair Pay Act.