By September 7, 2018 No Comments
Practice Areas

National Origin Discrimination

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Speak with an Experienced National Origin Discrimination Attorney to protect your rights

National origin discrimination involves treating people (applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). National origin discrimination also can involve treating people unfavorably because they are married to (or associated with) a person of a certain national origin or because of their connection with an ethnic organization or group. Discrimination can occur when the victim and the person who inflicted the discrimination are the same national origin.

National origin discrimination laws forbid discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. It is unlawful to harass a person because of his or her national origin. Harassment can include, for example, offensive or derogatory remarks about a person’s national origin, accent or ethnicity. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

The law makes it illegal for an employer to use an employment policy or practice that applies to everyone, regardless of national origin, if it has a negative impact on people of a certain national origin and is not job-related or necessary to the operation of the business (e.g., a no accent policy). An employer can only require an employee to speak fluent English if fluency in English is necessary to perform the job effectively. An “English-only rule”, which requires employees to speak only English on the job, is only allowed if it is needed to ensure the safe or efficient operation of the employer’s business and is put in place for nondiscriminatory reasons.

Do you have an employment legal matter concerning discrimination, wrongful termination or harassment? If so, please fill out our online Employment Law Questionnaire (for both employees and employers) to receive a brief telephone discussion with one of our experienced employment law attorneys. During this brief telephone discussion, the attorney will go over your current situation and your legal options.

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Practice Areas

Employment Matters

Discrimination

Discrimination

When workplace harassment, discrimination or breach of contract can’t be settled, call a litigation lawyer.

Employment Litigation

Employment Litigation

When workplace harassment, discrimination or breach of contract can’t be settled, call a litigation lawyer.

Employment & Labor

Employment & Labor

Do you have an employment legal matter concerning discrimination, wrongful termination or harassment?

Sexual Harassment

Sexual Harassment

It is an employer’s responsibility to maintain a workplace free of sexual harassment and discrimination.

Wrongful Termination

Wrongful Termination

Have questions after being fired from your job? Feel like you were unfairly let go? Speak to our employment lawyers

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Bogin, Munns & Munns Can Help with Your National Origin Discrimination Case

Our labor & employment attorneys are here to represent both employers and employees. Our Central Florida lawyers will represent you in your employment dispute. For more information on our employment and labor law services including representation regarding sexual harassment, hostile work environment, and workplace discrimination, call 407.578.1334 today or fill out our online Employment Law Questionnaire to receive a brief telephone discussion with one of our experienced employment law attorneys.

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Request a consultation by filling out the form below, or call us at 855.686.6752. We have over a dozen offices located in Orlando and across Central Florida. We’re happy to answer any of your questions.

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