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National Origin Law

NATIONAL ORIGIN DISCRIMINATION LAWYERS - LOS ANGELES CALIFORNIA

Blady Weinreb Law Group LLP’s Los Angeles attorneys represent employees in claims for national origin discrimination against their employers. We represent employees in both individual and class action cases throughout Los Angeles County and nearby counties, such as Orange County and Ventura County. If you believe you have been subjected to national origin discrimination by your employer, please contact one of our Los Angeles lawyers at 323-933-1352.

CALIFORNIA NATIONAL ORIGIN DISCRIMINATION

The California Fair Employment and Housing Act prohibits an employer from discriminating against any employee because of that employee’s national origin. The EEOC has explained that: "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." National origin discrimination can manifest itself in a number of ways, including accent discrimination, English fluency and English-only rules, and ethnic slurs.

An inference of national origin discrimination may be raised by showing that the employee:

  • Belongs to a protected class (i.e., comes from a country different from that of the Company’s management or the majority of workers);
  • Was performing satisfactorily;
  • Was subjected to an adverse employment action (e.g., termination, demotion, suspension);
  • Similarly situated employees outside the protected class were treated differently.

In addition, an inference of national origin discrimination may be raised through statistical evidence, comparative evidence, or direct evidence, such as discriminatory comments.   When the evidence raises an inference of  discrimination, the employer generally must offer evidence to rebut the inference of discrimination. Depending on the strength of the employee's evidence of national origin discrimination, the employer’s burden may be to produce evidence of a legitimate reason, or if the employee provides strong or direct evidence, the employer’s burden may be to show by a preponderance of the evidence that the same decision would have been absent a discriminatory motive.

 

There is a time limit for filing statutory national origin discrimination claims (one year under California law).  Therefore, it is important to consult with an attorney as soon as possible after potential national origin discrimination.

If you believe that your employer has discriminated against you because of your national origin, please contact a Blady Weinreb Law Group Los Angeles Lawyer at 323-933-1352.

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