Kentucky Injury Law Blog

National origin discrimination is defined by the Equal Employment Opportunity Commission (EEOC) as “treating people (applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not).” This type of discrimination can also occur if an employee is related to someone who is from another country or has a different ethnicity.

Mesa Systems, Inc., a Colorado moving company doing business in Salt Lake City, Utah, was sued by the EEOC on behalf of Latino and Polynesian employees last month for national origin discrimination. The employees first complained in 2007 and the EEOC began their investigation. The suit says their supervisors called them derogatory names based on their assumed national origin. While a stray comment or an episode of teasing is not considered illegal, consistent belittling of an individual because of his nationality is illegal and creates a hostile work environment.

Also, in 2006, Mesa Systems made it company policy in their Salt Lake City facility that all employees had to speak English when at work. The complainants felt this policy was instituted to discriminate against them because English was not their first language. The EEOC states “An “English-only rule”, which requires employees to speak only English on the job, is only allowed if it is needed to ensure the safe or efficient operation of the employer’s business and is put in place for nondiscriminatory reasons.”

When the employees complained about the verbal harassment and the adoption of the English-only rule to the EEOC, some of their hours were reduced and others were fired. This type of action by an employer – called retaliation – is also illegal under Title VII of the Civil Rights Act of 1964, which protects certain classes of individuals from discrimination in the workplace. Individuals can be protected by Title VII based on their gender, nationality, religion, age, or disability.