S.Ct. 2363. Then, in 1991, in its efforts to restore and strengthen the civil rights laws, Congress passed the 1991 Civil Rights Act. With respect to section 1981, the 1991 Act supplied a broader definition of “make and enforce contracts” to ensure that all persons would not be discriminated against in any aspect of contracting because of their race. It added: For purposes of this section, the term “make and enforce contracts” includes the making, performance, modification, and termination of contracts, and the enjoyment of all benefits, privileges, terms and conditions of the contractual relationship. 42 U.S.C. section 1981(b). In short, then, section 1981, as it stands today, prohibits purposeful racial discrimination in almost every aspect of contract. Spriggs v 832 (D.N.M.1999) (<HOLDING>), a recent decision from the Fifth Circuit
holding that atwill employees have no contractual relationship with their employers to support a cause of action under section 1981 holding that an atwill employee may bring a cause of action under section 1981 holding that an atwill employment relationship is contractual and may serve as a predicate contract for a  1981 claim holding that an atwill employee may not recover for discriminatory discharge under section 1981 because the atwill relationship was not sufficiently contractual under tennessee law holding that an atwill employee may sue under  1981 for racially discriminatory termination