Krevsky Bowser
  • Practice Areas
    • Employment Law For Employees
    • Employment Law For Employers
  • People
    • Anthony T. Bowser
    • Frank P. Clark
    • Solomon Z. Krevsky
  • Testimonials
  • Blog
  • Contact
Select Page

New guidelines on national origin discrimination

by Krevsky Bowser LLC | Jun 14, 2016 | Firm News, workplace discrimination

Foreign-born individuals in Pennsylvania could be subjected to national origin discrimination while they are looking for a job or during their employment. National origin discrimination occurs when an employer treats a worker unfairly because the employer believes that the worker is from a certain area of the world. Employers may have committed national origin discrimination even if they were wrong in their assumption about where a worker is from.

In early June, the Equal Employment Opportunity Commission released some proposed guidance on national origin discrimination. In the proposed guidance, the EEOC warned employers that combating national origin discrimination is a ‘national strategic priority.” In other words, federal authorities are paying more attention to discrimination against immigrant populations right now.

The EEOC’s proposed guidance also explained some hiring activities that could be considered national origin discrimination. If an employer hires by word-of-mouth or through advertisements that only reach people of certain ethnicities, the employer could be accused of discriminating because of national origin. Employers may also be deemed to commit discrimination if they do not hire workers from certain areas of the world because of their customers’ preferences. Segregating employees into certain areas of a workplace based on their ethnicity is also considered workplace discrimination.

A person who is discriminated against on the basis of national origin when applying for a job or during the course of employment may have a viable cause of action under Title VII of the Civil Rights Act of 1964. An attorney can assess the situation in order to determine whether a claim should be filed with the EEOC.

Recent Posts

  • 3 reasons workplace race discrimination goes unreported
  • Common examples of wrongful termination
  • Which Pennsylvania Municipalities Offer The Best Employment Protections For LGBTQ Workers?
  • Do at-will states have wrongful termination laws?
  • What is age discrimination?

Archives

  • April 2021
  • March 2021
  • February 2021
  • January 2021
  • December 2020
  • November 2020
  • October 2020
  • September 2020
  • August 2020
  • July 2020
  • June 2020
  • May 2020
  • April 2020
  • March 2020
  • February 2020
  • January 2020
  • December 2019
  • November 2019
  • October 2019
  • September 2019
  • August 2019
  • July 2019
  • June 2019
  • May 2019
  • April 2019
  • March 2019
  • February 2019
  • January 2019
  • December 2018
  • November 2018
  • October 2018
  • September 2018
  • August 2018
  • July 2018
  • June 2018
  • May 2018
  • April 2018
  • March 2018
  • February 2018
  • January 2018
  • December 2017
  • November 2017
  • October 2017
  • September 2017
  • August 2017
  • July 2017
  • June 2017
  • May 2017
  • April 2017
  • March 2017
  • February 2017
  • January 2017
  • December 2016
  • November 2016
  • October 2016
  • September 2016
  • August 2016
  • July 2016
  • June 2016
  • May 2016
  • April 2016
  • March 2016
  • February 2016
  • January 2016

Categories

  • Americans with Disabilities Act (ADA)
  • employee rights
  • employment contracts
  • employment contracts for medical professionals
  • employment law for employers
  • Family and Medical Leave Act (FMLA)
  • Firm News
  • Harassment
  • severance agreements
  • sexual harassment
  • Small Businesses
  • workplace discrimination

RSS Feed

Subscribe To This Blog’s Feed

FindLaw Network

Learn How We Can Help

Office Location:

20 Erford Road, Suite 300A
Lemoyne, PA 17043

Phone:

717-303-3764

888-593-6283

 

Map & Directions
  • Follow
Review Us

© 2021 Krevsky Bowser. All Rights Reserved.

Disclaimer | Site Map | Privacy Policy | Business Development Solutions by FindLaw, part of Thomson Reuters