In the weeks following the election, many people are worried about the “Trump Effect,” and the sense that President-elect Trump’s campaign and election has led to an increased hostility toward minority groups and other protected classes. In fact, the so-called “Trump Effect” has emboldened many to speak out against the rights of protected classes, and has led to a rise in hate crimes. As a result, studies show that in our schools, the election has produced an alarming level of fear and anxiety among children of color and has inflamed racial and ethnic tensions in the classroom. Many students worry about being deported. And in adults, many minority populations now face an increased level of concern at work – and worry whether they will face workplace discrimination and harassment.
However despite the transition in power, workplace discrimination and harassment remains illegal. Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate based on sex, race, national origin, gender and religion. This means that your employer can not take negative job related actions against you because you belong to a particular race or national origin. Negative actions include such things as not hiring, firing, or failing to promote someone as a result of their inclusion in one of the “protected categories”. Additionally, Title VII protects against harassment based on one of these protected classes. Further, in order to ensure that workers speak up against discrimination and harassment, Title VII protects those that report discriminatory actions whether against themselves or others from retaliation.
At Buckley Beal we are committed to protecting workers rights and fighting to eliminate discrimination. If you believe you have faced any type of workplace discrimination or harassment, we urge you to contact our dedicated anti-discrimination lawyers to discuss your matter and determine your next steps.
For more information, or to schedule a confidential consultation, please contact our Atlanta employment discrimination lawyers at Buckley Beal, LLP for an immediate consultation.