What type of violations does the Civil Rights Act of 1991 allow for compensation and punitive damages?

The Civil Rights Act of 1991 specifically allows for compensation and punitive damages in cases of intentional violations of Title VII of the Civil Rights Act as well as violations under the Americans with Disabilities Act (ADA). This means that if an employer or entity is found to have deliberately discriminated against employees or job applicants based on race, color, religion, sex, or national origin (as outlined in Title VII), or has intentionally discriminated against individuals with disabilities (under the ADA), they can be held liable for both compensatory damages to make the victim whole and punitive damages designed to deter such behavior in the future.

This emphasis on intentional discrimination is key, as the statute was designed to address the need for stronger remedies in cases where individuals were overtly discriminated against, thus allowing them to seek justice and monetary compensation for the harm caused. The other options listed do not fit the criteria laid out by the Civil Rights Act of 1991 for seeking such damages, as they involve different aspects of employment law or do not pertain specifically to intentional discrimination.