National Origin Discrimination

National Origin Discrimination in Employment is Unlawful

Federal and Colorado law prohibit employment discrimination based on national origin.

Murray Law welcomes the opportunity to provide dedicated and experienced counsel and representation to persons subjected to national origin discrimination in employment. Steven Murray has successfully represented individuals subjected to national origin discrimination and employment discrimination in lawsuits before United States District Courts.

National Origin Discrimination Law

Title VII of the Civil Rights Act of 1964, as amended, is a federal law prohibiting national origin discrimination in employment. Title VII applies to employers with 15 or more employees.

The Colorado Anti-Discrimination Act [CADA], a Colorado law, prohibits national origin discrimination in employment. The CADA applies to employers with one or more employees.

A viable claim for national origin discrimination in employment exists pursuant to Section 1981 of the Civil Rights Act of 1866. Section 1981, as amended by the Civil Rights Act of 1991, prohibits national origin discrimination in employment-prohibiting discrimination in the enjoyment of all benefits, privileges, terms, and conditions of employment.

National origin discrimination includes adverse employment actions taken because of national origin, including but not limited to:

  • Failure or Refusal to Hire.
  • Discharge.
  • Discipline.
  • Employer actions re: terms, conditions or privileges of employment.
  • Posting and advertising of employment positions, recruiting process, interviewing, or selection process.
  • Employer decisions re: compensation, wages, or benefits.
  • Promotion, demotion, or job assignments.
  • Limiting, segregating, or classifying employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his or her status because of such individual’s national origin.
  • Denying a person employment opportunities because of national origin, based on a person’s associations and relationships with other persons.
  • Denying a person employment opportunities because of national origin stereotypes.
Retaliation

Title VII and the CADA prohibit an employer from discriminating an individual, through retaliation, because the individual opposed any practice unlawful under the law, i.e. opposing national origin discrimination, or the individual made a charge, assisted, testified or participated in any investigation, litigation, or proceeding under the law.

Harassment/Hostile Work Environment

An employer may not subject an employee to harassment or a hostile work environment because of national origin.

Administrative Proceedings

A person seeking relief for national origin discrimination under Title VII or the CADA must file an administrative charge before filing a civil action in court. A charge of national origin discrimination must be filed with the U.S. Equal Employment Opportunity Commission [EEOC] within 300 days of the discriminatory action. The aggrieved individual may also file a charge with the Colorado Civil Rights Division within 180 days of the last discriminatory action. The filing of discrimination charge with either agency is deemed jointly filed with both agencies.

Conclusion

Murray Law welcomes the opportunity to provide legal counsel and representation to any person who believes that he or she has been deprived of the vital legal right to be free from national origin discrimination in employment. Please contact Steven Murray at 720-600-6642.

Contact Us
Contact Us