The Civil Rights Act of 1964 was one of the strongest civil rights bills in U.S. history. It ordered restaurants, hotels, and other businesses that serve the general public to serve all people without regard to race, color, religion, or national origin. It also barred discrimination by employers and unions, and established the Equal Employment Opportunity Commission (EEOC) to enforce fair employment practices. In addition, the act provided for a cutoff of federal funds from any program or activity that allowed racial discrimination.

Black Americans, who make up the largest minority group in the United States, have been denied their full civil rights more than any other minority group. Greg Clark, one of 17 employees pressing individual discrimination suits against Coca-Cola, led the African American protesters, many of whom said blacks remain underrepresented in top management at the company, are paid less than white employees and fired more often. Clark accused the company of engaging in a public relations offensive to convey a new, more racially sensitive image while failing to back it up with concrete changes.

Prior to an updated act, the Civil Rights Act of 1991, victims of intentional discrimination based on racial or ethnic bias-which could include harassment-could obtain compensatory and punitive damages. The Civil Rights Act of 1991 extends such damages, as well as jury trials, to victims of sex, religious, and disability discrimination. (Damages can range up to $300,000, depending on the size of the employer's workforce.) Consequently, it is likely there will be an increasing number of lawsuits in all of these categories. For example, allegations

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