Title VII prohibits employment discrimination based on race, color, religion, sex (gender) and national origin. This also includes pregnancy discrimination which is considered discrimination based on sex. It also includes sexual harassment which is also considered discrimination based on sex. It does not cover any other form of discrimination including, but not limited to, sexual orientation. While this issue has been discussed, both legislatively and judicially, sexual orientation, under the federal law, is not considered a protected class. Title VII is applicable to businesses with 15 or more employees and the damages, for compensatory and punitive damages combined, max out at $300,000.00. Compensatory damages include damages which are more difficult to quantify, i.e., emotional distress, pain and suffering. The cap of $300,000.00 is for employers which employ 500 or more employees. Caps of $50,000.00, $100,000.00 and $200,000.00 are applicable to employers which employ 15-100 employees, 101-200 employees and 201-500 employees, respectively. Back pay (money owed to employee from the date of termination to the date of judgment) is not capped. Neither is front pay. However, both can be limited or eliminated as an award all together, if an employer can demonstrate that the employee failed to mitigate his/her damages. In plain English, mitigation of damages means that if an employee believes he/she has been terminated from employment on account of discrimination, the employee victim cannot sit at home, eat ice cream on the couch while watching soap operas and make no effort to find a new job. The law does not mandate that the victimized employee locates a job. The law mandates that the victimized employee makes a reasonable effort to find a job.