The rapidly increasing diversity of the U.S. workforce requires all managers to be aware of their legal responsibilities when dealing with applicants and employees from different races, ethnic groups and religions.
Such people are protected in the workplace against various types of discrimination—including race, religion and national origin—by Title VII of the 1964 Civil Rights Act.
National-origin discrimination forbids job-related bias based on a person’s physical, linguistic or cultural traits associated with a national-origin group. Here’s some advice:
1. What is national-origin discrimination?
National-origin discrimination laws make it unlawful for employers to treat someone less favorably because he or she (or his or her ancestors) is from a certain place or belongs to a particular ethnic group. Beware job bias based on any of the following:1. Ethnicity, whether for belonging to an ethnic group or for not belonging t...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Base all decisions on legit business needs--and then be sure to document your reasoning
- Mentioning pregnancy during discipline doesn't prove bias
- Be on guard for age discrimination suit if older worker offers to work for less
- Train Supervisors to Avoid Double-Meaning Words