Understanding National Origin Discrimination

Title VII of the Civil Rights Act of 1964 prohibits employers with 15 or more employees from treating an employee differently on the basis of national origin (i.e., because that employee has a birthplace, culture, ancestry, surname or linguistic characteristics associated with a particular group). For example, an employer has committed unlawful discrimination when it refuses to interview people with Muslim-sounding surnames or refuses to allow an employee with an accent to work with customers.

The Immigration Reform and Control Act of 1986 (IRCA) also prohibits employers from discriminating against employees and applicants on the basis of citizenship and/or national origin. IRCA applies to federal, state and local governments and to private employers with four or more employees.

New York City and State Human Rights laws also protect employees and applicants from national origin discrimination in workplaces with four or more employees.

Contact Fisher Taubenfeld LLP

We offer a free and confidential phone consultation in which you can discuss your workplace mistreatment. Send an email or call 646-741-3490, toll-free 866-654-0343, to speak with an experienced New York workplace discrimination lawyer.

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