Under the federal Civil Rights Act of 1964, as well as Texas state law, it is illegal for an employer to make a hiring or employment decision based upon the race or national origin of the employee. In enforcing the Civil Rights Act, the Equal Employment Opportunity Commission makes it clear that racial discrimination includes decisions relating to hours, job responsibilities, advancement opportunities, and layoffs or reductions in workforce.
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No attorney's fees unless you receive money for your employment discrimination claim
At Ross Law Group, our experience has shown us that employers often hear one thing, but do something else when it comes to racial discrimination or making decisions based on national origins. Employers often know that many don't feel powerful enough to fight back if they have been fired illegally, are harassed on the job or face retaliatory measures for complaining about race discrimination. We are here to change that.
With nearly forty years of employment litigation experience, our racial discrmination lawyers understand employers' tactics and how they try to make sure the "right people" move up the ladder. We know how to investigate past practices and policies that often result in a subtle kind of racial discrimination that is effective in keeping good people down.
Racial Discrimination or Discrimination Based on National Origin
You may be up against more than one kind of racial discrimination. Disparate treatment discrimination is right out there for everyone to see. It occurs when an employer openly engages in policies of treating a person differently because of race or national origin. As laws have become enforced more rigorously over the past several years, employers are less likely to engage in disparate treatment, although many still do.
Disparate impact discrimination is much more subtle and may not be noticeable by employees who are not the target. When a company policy is put in place that will, in effect, prevent workers of a certain group from advancing or enjoying equal opportunities on the job, the impact is just as discriminatory as disparate treatment. An example of this might include having an employment policy that only workers who speak fluent English will be eligible for promotions to supervisory positions. If the company cannot prove that fluency in English is a necessary requirement for the job, non-English speakers will be negatively impacted by the policy.
To learn more, visit our Discrimination Practice Center
Contact our offices in Austin, Texas, to discuss your race or national origin discrimination case. We will help you fight for the money damages you are entitled to as the victim of employment discrimination or wrongful termination.
