2. It bears noting that many courts in non-Title VII cases have held sexual assaults to fall outside the scope of employment. See Note, “Scope of Employment” Redefined: Holding Employers Vicariously Liable for Sexual Assaults Committed by their Employees, 76 Minn. L. Rev. 1513, 1521—1522, and nn. 33, 34 (1992)(collecting cases).
3. We say “starting point” because our obligation here is not to make a pronouncement of agency law in general or to transplant §219(2)(d) into Title VII. Rather, it is to adapt agency concepts to the practical objectives of Title VII. As we said in Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57, 72 (1986), “common-law principles may not be transferable in all their particulars to Title VII.”
4. We are bound to honor Meritor on this point not merely because of the high value placed on stare decisis in statutory interpretation, supra, at 13—14, but for a further reason as well. With the amendments enacted by the Civil Rights Act of 1991, Congress both expanded the monetary relief available under Title VII to include compensatory and punitive damages, see §102, 105 Stat. 1072, 42 U.S.C. § 1981a and modified the statutory grounds of several of our decisions, see §101 et seq. The decision of Congress to