| National Origin Discrimination |
Under Title VII of the Civil Rights Act of 1964, it is unlawful for an employer to discriminate against an employee or applicant based on national origin in recruitment, hiring, and firing or layoffs.
National origin discrimination means treating someone less favorably because he or she comes from a particular place, because of his or her ethnicity or accent, or because it is believed that he or she has a particular ethnic background. National origin discrimination also means treating someone less favorably at work because of marriage or other association with someone of a particular nationality.
The law also prohibits offensive conduct, such as ethnic slurs, that creates a hostile work environment based on national origin. Employers are required to take appropriate steps to prevent and correct unlawful harassment. Likewise, employees are responsible for reporting harassment at an early stage to prevent its escalation.
An employer may not base a decision on an employee's foreign accent unless the accent materially interferes with job performance. A fluency requirement is only permissible if required for the effective performance of the position for which it is imposed.
Anti-discrimination laws prohibit discrimination against individuals employed in the United States, regardless of citizenship. However, relief may be limited if an individual does not have work authorization.
Contact us for a free consultation if you believe your rights have been violated.
|
|