Discriminated Against Because of Where You Are From?
National Origin Discrimination Attorneys Protect California Workers
If you believe you have been subjected to national origin discrimination at work in Los Angeles, you may secure relief under state or federal law. Whether an employee or job applicant’s ancestry is Mexican, Ukrainian, Filipino, Arab, American Indian or any other nationality, he or she is must receive the same employment opportunities as anyone else.
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Who do National Original Discrimination Laws Protect?
The Equal Employment Opportunity Council (EEOC) enforces the federal prohibition against national origin discrimination in employment. It does so under Title VII of the Civil Rights Act of 1964, which covers employers with 15 or more employees.
“With American society growing increasingly diverse, protection against national origin discrimination is vital to the right of workers to compete for jobs on a level playing field,” said EEOC Chair Cari M. Dominguez, announcing the issuance of recent guidance on national origin discrimination. “Immigrants have long been an asset to the American workforce. This is more true than ever in today’s increasingly global economy. Recent world events, including the events of September 11, 2001, only add to the need for employers to be vigilant in ensuring a workplace free from discrimination.”
This type of 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 of a perceived ethnic background. It also means treating someone less favorably at work because of marriage or other association with someone of a particular nationality. Examples of violations covered under Title VII include:
- Employment Decisions
Title VII prohibits any employment decision, including recruitment, hiring, firing or layoffs, based on national origin.
Title VII prohibits offensive conduct, such as ethnic slurs, that creates a hostile work environment based on national origin. Employers must take appropriate steps to prevent and correct unlawful harassment at work. Likewise, employees are responsible for reporting harassment at an early stage to prevent its escalation.
- Accent discrimination
An employer may not base a decision on an employee’s foreign accent unless the accent materially interferes with job performance.
- English fluency
A fluency requirement is only permissible if the company requires it for that particular position.
- English-only rules
Companies must adopt English-only rules for nondiscriminatory reasons. A company can use an English-only policy if it must to do so to promote the safe or efficient operation of the business.
- Accent discrimination
National Origin Discrimination and Citizenship
Title VII and the other anti-discrimination employment 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.
Need Information about National Origin Discrimination Lawsuits?
If you are a victim of Los Angeles discrimination in the workplace, contact a discrimination lawyer at our Los Angeles employment law firm at (310) 997-4431. We offer a free consultation. We have experience helping victims of all types of discrimination at work.
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