Employers in Florida and across the United States have received updated guidance from the Equal Employment Opportunity Commission regarding national origin discrimination. The direction arrived in the form of a questions and answers guide intended to help employers better understand anti-discrimination laws. Businesses get tasked with familiarizing themselves with the updated guidance to ensure that they remain compliant with the anti-discrimination laws that impact national origin discrimination.
National origin discrimination protection is covered by Title VII of the Civil Rights Act of 1964. The protection shields individuals from hiring or employment discrimination based on where they are from in the world, whether that origin is actual or just perceived. An employer that engages in national origin discrimination, or one that silently consents to national origin discrimination faces liability and exposure due to its discriminatory employment practices. The Equal Employment Opportunity Commission’s numbers suggested that national origin discrimination claims increased between 2000 and 2015.
The federal agency revised its enforcement directives and processes as a result of court decisions as well as progress in the blended culture between legal, social, and technological advancements. The rules that govern anti-discrimination policies apply not only to individuals in executive positions but managers and line supervisors as well. An employer is responsible for the conduct of its supervisory staff.
People who feel that they have been unfairly targeted during job interviews or when up for a promotion due to their national origin may want to discuss their situation with an attorney who has this type of employment law experience. After reviewing the situation, the next step may be to file a claim with the EEOC.
