National origin discrimination can be incredibly hurtful – and it’s also illegal.
But what is national origin discrimination, and what can you do if you’ve been a victim of it?
For most people, a good first step is to talk to an employment lawyer.
This type of discrimination can even occur when you and the person who discriminated against you have the same national origin.
Title VII of the Civil Rights Act of 1964 says that all people, regardless of national origin, are entitled to equal access to employment. What that means is that an employer has to give you a fair shot at employment, as well as treat you like it treats every other employee, regardless of where you’re from (or what ethnic group you’re part of). The Civil Rights Act applies to employers with 15 or more employees.
California has its own laws on national origin discrimination, too, from the Fair Employment and Housing Council. The rules define national origin as a person’s actual or perceived:
Employers cannot:
But usually, it’s not this obvious.
National origin discrimination can look like this:
Employers can’t have a policy that prohibits the use of any language in the workplace, or that requires only English to be spoken unless:
For example, if an employer puts out an “English-only” rule that prevents you from speaking in another language with coworkers who also speak the same language on your breaks or to convey instructions to each other, that rule could be discriminatory.
Employees can’t deny employment to non-citizens who have valid work papers. It’s illegal.
However, U.S. citizenship can be a prerequisite for hiring in some instances, such as when it’s required by federal, state or local law, or by government contract.
If you feel you’ve been the victim of national origin discrimination, we want to help you.
Call us right now at 818-230-8380 for your free consultation with an employment attorney. We can answer your questions, talk about possible outcomes for your case, and develop a strategy that gets you the best possible results.
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