An employer cannot
discriminate against a
particular employee at any stage of employment because
of his/her
place of origin, ancestral country,
or physical, cultural, or linguistic characteristics
of a certain nationality. Whether the employee’s
or job applicant's ancestry is Mexican, Ukrainian,
Filipino, Arabic, American Indian, or any other nationality,
he or she is entitled to the same employment opportunities
and rights as anyone else.
It also amounts to discrimination> to: Mistreat an
applicant or employee because of someone else's national
origin; treat someone less favorably at work because
of marriage or other association with someone of a
particular nationality; mistreat someone at work because
of membership or association with a specific ethnic
promotion group, or due to attendance or participation
in schools, churches, temples or mosques generally
associated with a national origin group, or because
of a surname associated with a national origin group.
The law also prohibits offensive conduct, such as
ethnic slurs based on national origin, that creates
a hostile work environment. 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.
Employee rights
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Title VII
prohibits hiring, promotion, and assignment decisions
that are based on national origin. |
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Employers may not rely on co-worker,
customer, or client discomfort or preference as
the basis for a discriminatory action. If an employer
takes an action based on the discriminatory preferences
of others, the employer is also discriminating.
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Employers may not assign applicants
or employees to certain positions, or limit promotional
opportunities, based on national origin.
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Employees cannot be paid less
solely because of their national origin. |
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Employees cannot be harassed
or made fun of because of their affiliation with
a particular religious or ethnic group. |
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It is unlawful to consider height
and weight requirements, unless they bear a demonstrable
relationship to job requirements. |
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Employee cannot be discriminated
against for wearing a dress associated with a
particular religion, ethnicity, or country of
origin. |
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Employees cannot be harassed
because of the perception or belief that they
are members of a particular racial, national origin,
or religious group, even if they are not. |
At the time of hiring, the only question a prospective
employer is legally allowed to ask is whether the
applicant or, later, the employee is authorized to
work in the United States.
Title VII of the Civil Rights Act of 1964
prohibits national origin discrimination. The 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 15 or more employees.
