It is important that you feel safe and comfortable in your place of work. Unfortunately, this is not always the case. Workplace discrimination occurs often and it can have serious effects. One type of discrimination some face is national origin discrimination. Read on to learn more about national origin discrimination and what to do if you believe you are a victim.
What is National Origin Discrimination?
National origin discrimination means that you are discriminated against due to any of the following:
- Nationality
- Ethnicity
- Culture
- Foreign accent
- Foreign language or dialect
- Customs
- Ancestry
- Ideology
- Cuisine
- Rituals
- Style of dress or clothing
- Physical appearance
What Constitutes National Origin Discrimination?
There are various actions that qualify as discrimination in the workplace. If you have been a victim of any of these behaviors by an employer or fellow employee, you may be a victim of national origin discrimination:
- Hiring, firing, training, laying off, or paying certain employees based on their national origin
- Harassing employees, such as making derogatory comments about their place of origin
- Otherwise violating the Immigration Reform and Control Act of 1986
Can I Recover Compensation for National Origin Discrimination?
If you are the victim of national origin discrimination in the workplace, you may be entitled to recover compensation for burdens such as lost wages and emotional damages. If you have been the victim of discrimination in the workplace, it is important to provide evidence. This can include keeping detailed records of any incidents that occur, screenshotting text messages or emails, etc. If you wish to take legal action, you will need to file a Charge of Discrimination with the Equal Employment Opportunity Commission. You must file your charge within 180 days from the date that the discriminatory event took place. There are certain situations in which this deadline is extended to 300 days after the discrimination occurred. If it was a situation of ongoing discrimination with many events, the statute of limitations is 180 (or 300) days from the last harassment incident. You should reach out to an experienced employment law attorney as soon as possible.
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The dedicated and compassionate attorneys at Vigilante Law Firm, P.C. would be happy to provide you with assistance in your case and help you protect your future when so much is on the line. Contact us today to schedule a consultation so we can assess the specific circumstances surrounding your lawsuit.
