Helping Fight For Ohio’s Diverse Workforce
In cities throughout Ohio, the workplace is now more diverse than ever it has ever been with native-born workers working alongside immigrants employees of a vast number of national origins. Unfortunately, since post-9/11 and recent attacks around the world, anti-immigrant atmosphere and national origin discrimination have become more widespread and prevalent across Ohio as well as across the United States.
Under Ohio Revised Code § 4112.02, Title VII of the Civil Rights Act of 1964, and the Civil Rights Act of 1866, it is illegal for any employer to discriminate against an employee because of the employee’s national origin or ethnic background. These employment laws expressly prohibit national origin from adversely impacting decisions to hire, fire, promote, demote, set compensation and other terms and conditions of employment. At Spitz, The Employee’s Law Firm, our attorneys help employees protect their rights every day throughout Ohio.
Understanding Employee Protections
Whether an employee or job applicant’s ancestry is Mexican, Puerto Rican, Jamaican, Dominican, Polish, Irish, Russian, Ukrainian, Japanese, Korean, Vietnamese, Iraqi, American Indian, or any other nationality, that person is entitled to the same employment opportunities as anyone else. Our attorneys also protect the legal rights of workers from Africa, the Middle East, South Asia, East Asia, the former Soviet Union and Eastern Europe, or anywhere in Latin America. Under these national origin employment laws, your boss, manager, and/or supervisor cannot discriminate based on the fact or even belief that an employee is married to or associated with someone of a national origin group; is a member of a specific ethnically related organization or group; attends a school, church, temple or mosque generally associated with a particular national origin group; or has a surname associated with a national origin group.
Equal Employment Opportunity Commission (“EEOC”) has stated: “National origin discrimination means treating someone less favorably because he or she is from a particular place, because of his or her ethnicity or accent, or because it is believed that he or she has a particular ethnic background. National origin discrimination also means treating someone less favorably at work because of marriage or other association with someone of a particular nationality.”
Further, the EEOC “defines national origin discrimination broadly as including, but not limited to, the denial of equal employment opportunity because of an individual’s, or his or her ancestor’s, place of origin; or because an individual has the physical, cultural or linguistic characteristics of a national origin group.” See:
What Does Origin Discrimination Look Like?
Employers find a variety of ways to discriminate based on national origin. A few examples of national origin discrimination include, but are not limited to, when a boss or manager makes ethnic slurs; when a company refuses to interview people with ethnic-sounding surnames on their applications or resumes; when a supervisor denies the opportunity for anyone with an accent to work with the public and instead relegates them to “back of the house” positions out of public view; when an employer pays employees with certain national origins less than employees of other national origins; when a boss or business owner creates, promotes or knowingly allows an environment that is hostile based on a person’s national origin. Any adverse action against you based on your national origin is illegal.
You should definitely consult with a national origin employment law firm if you have come home from work thinking one of the following:
- I was wrongfully fired because my boss does not like my accent.
- My regional manager won’t promote me to an opening in another store because he wants me to stay in a Hispanic neighborhood because I’m Puerto Rican.
- I am harassed by my supervisor at work because I am Arab.
- I get paid less than other workers on the job because of my national origin. I’m Mexican.
- My job enforces an English only policy even when customers are not around.
- My manager won’t stop making fun of me because I’m Indian even though I complained to HR.
- The restaurant that I work at will only let Asian employees work in the back or the house and away from customers.
- My boss does not like Hispanics and Russians.
- I was turned down for a job because I’m not a U.S. citizen.
- I was fired when my boss found out my wife was Puerto Rican.
- I was removed from an account because the client does not like Mexicans.
Because we know that many clients are not able to afford the costs of litigation up front, we take on more cases on a contingency fee basis than most firms. Contingency fee agreements mean that the client need not pay any fee for legal services unless and until our employment attorneys recover money and/or results on your national origin discrimination claim.
The First Step Is To Call The Right Attorney™
If you feel that your employer is discriminating against you based on your national origin (Hispanic, Mexican, Puerto Rican, Palestinian, Syrian, Asian, Indian, or Russian), you may have a legal claim. To find out if you have a legal claim for national origin discrimination, your best option is to call the right attorney to schedule a free and confidential consultation. At Spitz, The Employee’s Law Firm, you will meet with a national origin discrimination attorney, who will be able to tell you what your legal rights are and the best way to protect them.
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