Call Now (214) 528-6500 Toll Free (800) 313-4020   The Law Office of Rob Wiley, P.C.   TOXIC WORKPLACE.com
Discrimination Age | Disability | Gender | National Origin | Pregnancy | Race | Religion | Sexual Harassment | Sexual Orientation | Retaliation Fairpay Overtime | Benefits | Minimum Wage | Unpaid Wages | Unpaid Commissions | Retaliation Leave Medical Leave - Self | Medical Leave - Family | Pregnancy Leave | Military Leave | Retaliation Disclaimer If you submit your case online, we will review your submission to evaluate whether representation could be appropriate for the firm.  If we believe representation may be appropriate, we will contact you to obtain additional information.  Submitting your information online does not create an attorney-client relationship.  If we decide to accept your case, both of us will sign a written representation agreement setting forth the terms and conditions of the representation.  Please do not submit confidential information online.	NATIONAL ORIGIN DISCRIMINATION Whether an employee or job applicant's ancestry is Mexican, Ukrainian, Filipino, Arab, American Indian, or any other nationality, he or she is entitled to the same employment opportunities as anyone else. EEOC enforces the federal prohibition against national origin discrimination in employment under Title VII of the Civil Rights Act of 1964, which covers employers with fifteen (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." About National Origin Discrimination 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. Examples of violations covered under Title VII include: Employment Decisions Title VII prohibits any employment decision, including recruitment, hiring, and firing or layoffs, based on national origin. Harassment Title VII 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. Language 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 required for the effective performance of the position for which it is imposed. English-only rules English-only rules must be adopted for nondiscriminatory reasons. An English-only rule may be used if it is needed to promote the safe or efficient operation of the employer's business. Coverage of foreign nationals Title VII and the other antidiscrimination 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. Statistics In Fiscal Year 2007, EEOC received 9,396 charges of national origin discrimination. Including charges from previous years, 7,773 charges were resolved, and monetary benefits for charging parties totaled $22.8 million (not including monetary benefits obtained through litigation).
(c) 2008  Law Office of Rob Wiley, P.C.  All Rights Reserved. Robert J. Wiley is the attorney responsible for this website. Robert J. Wiley is licensed to practice law in California, Texas, and Washington, D.C. Robert J. Wiley is a Texas Board of Legal Specialization Board Certified Specialist in Labor and Employment Law. The firm is headquartered in Dallas, Texas. The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.