What significant change did the Civil Rights Act of 1991 introduce regarding Title VII and ADA violations?

The Civil Rights Act of 1991 introduced a significant change by permitting compensation and punitive damages for intentional violations of Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA). This marked an important shift in how violations were handled, as it allowed individuals who experienced discrimination to seek not only compensatory damages for losses suffered but also punitive damages aimed at deterring discriminatory behavior by employers. By allowing for these damages, the Act heightened the accountability of employers for their actions concerning discrimination, ensuring that those who intentionally violated employees' civil rights could face more substantial consequences. This was a critical development aimed at strengthening protections against workplace discrimination and promoting equal treatment in the workplace.

The other responses do not accurately reflect the key changes made by the Civil Rights Act of 1991. For example, the Act did not address the hiring processes, eliminate age discrimination (which is covered by the Age Discrimination in Employment Act), or mandate employee training programs. Instead, its focus was on enhancing rights and remedies for individuals facing discrimination.