Avila & Shaddow Attorneys at Law
Southern California 866-450-4LAW
San Fernando Valley 818-676-9658
Nationwide Toll Free 866-450-4LAW
E-mail icon Se habla español
Main navigation search

Aggressive Protection of Your Rights Under The Law Schedule a Consultation

Guidance from the EEOC about national origin discrimination

California employers and employees should carefully review proposed guidance about national origin discrimination released in early June by the Equal Employment Opportunity Commission. It outlines the agency's policies as well as how its rules apply to various scenarios in the workplace.

The EEOC states that it will be vigilantly focusing on national origin discrimination. This means that complaints alleging it will receive more scrutiny than others. Companies that also have foreign operations need to be aware that their staff must comply with Title VII of the Civil rights Act of 1964 there in most cases as well. Employees may not be separated at the workplace according to specific characteristics. English language requirements are fine if they are in place as a matter of business necessity.

Companies should be careful about making employment decisions based on the preferences of customers. If the customer's preferences are discriminatory, then the business may be held to have committed national origin discrimination. When staffing firms commit national origin discrimination, the employers that have hired the firms may also be jointly liable. Businesses may not discriminate against employees or applicants on the basis of their immigrant status.

Policies by employers that have a disparate impact on a set group of people can often be considered to be discriminatory under Title VII. When workers or applicants for a job believe that they have been the target of national origin discrimination, they may want to talk to employment law attorneys to learn more about their rights. An employment law attorney can often advise the worker or applicant about whether or not it appears that the employer's action was discriminatory. If the evidence suggests that it was, then the attorney might initiate the process by filing a claim with the EEOC.

No Comments

Leave a comment
Comment Information
  1. Peer Review Rated For Ethical Standards & Legal Ability | AV PREEMINENT
  2. Consumer Attorneys Association of Los Angeles
  3. Avvo
  4. LACBA, Los Angeles County Bar Association
  5. Super Lawyers
  6. California Employment Lawyers Association

Need Help? Have Questions? Contact our attorneys for immediate assistance

Bold labels are required.

Contact Information
disclaimer.

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.

close

Privacy Policy

Southern California
21800 Oxnard Street
Suite 1180 - Penthouse
Woodland Hills, CA 91367

Toll Free: 866-450-4LAW
Phone: 818-676-9658
Fax: 818-337-7265
Map & Directions