Employment law news reports that the Equal Employment Opportunity Commission
(“EEOC”) has just settled a national origin discrimination
lawsuit against a Japanese company. According to allegations, the corporation
paid its Hispanic employees less than non-Hispanic employees who were
engaged in the same work. The settlement will provide nearly 40 individuals back pay.
National origin discrimination is defined by the EEOC as 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.
How do you know if you have been a victim of “national origin discrimination”?
Discrimination can show itself in very obvious ways, such as racial slurs
or name calling – but it may also take subtle forms such as requiring
workers be fluent in English or other English-only rules. Also, like the
other anti-discrimination laws, national origin discrimination rules also
prohibit retaliation against you for complaining about national origin
discrimination or for participating in someone else’s national origin
Regardless of your citizenship status, you are protected against national origin discrimination.
If you have questions about or believe that you have been subjected to
discrimination of any sort, it is important to get help from a knowledgeable
Georgia national origin discrimination attorney right away.
In the recent case, a group of Hispanic employees working at a supermarket
chain specializing in Japanese merchandise filed a discrimination charge
alleging that they were being underpaid compared to non-Hispanic employees.
Additionally, the complaint alleged that the company engaged in a “pattern
or practice” of national origin bias regarding compensation.
Failing to pay one group of workers the same as another group of workers
for the same work may be evidence of discrimination.
As stated by a representative of the EEOC, “Employers everywhere
should know that Title VII [ensures] they cannot pay employees less based
on their national origin, just as they cannot discriminate in compensation
based on sex or race.”
In a statement, the company denied any wrongdoing but agreed to settle
“to avoid the cost, effort and uncertainty associated with continued
litigation” and to “resolve fully and finally” all the
claims raised in the suit.
For more information about national origin discrimination or any other
type of employment discrimination, contact the experienced
Atlanta discrimination lawyers at The Buckley Law Firm, LLC for an immediate consultation.