In May a federal jury awarded a Muslim Egyptian-born man over $3.6 million, as the result of severe religiousand race discrimination that forced him to resign from his job at the University of Texas Southwestern Medical Center.
In the post-9/11 climate, anti-immigrant sentiment has increased, often taking the form of religious, national origin, or race discrimination. Title VII specifically protects these classes and prohibits your employer from taking adverse action against you because of your race or color, ethnic background, or religious beliefs. If you complain of these types of discrimination or harassment, companies are prohibited from retaliating against you. Often these types of discrimination are intertwined.
In Nassar v. Univ. of Tex. Sw. Med. Ctr., a jury found that the hospital “constructively discharged” Nassar because of his race, national origin and religious preference. The jury also held that the hospital had retaliated against him in violation of Title VII. Specific discriminatory actions included derogatory comments, and failures/delays in promotion. After Nassar was offered a new job, the hospital contacted the new employer and informed it about Nassar’s EEOC complaint, and recommended Nassar not be hired. Based on the UTSW’s actions, Nassar’s employment offer was rescinded.
Unfortunately, in recent years anti-immigrant discrimination in the work
place has proliferated. Often discriminatory actions manifest themselves
subtly – such as English only rules and dress codes. Discrimination
may also occur in how you are allowed to practice your religion.
Here, the Texas court found severe discrimination occurred against an Egyptian born Muslim. If you believe you have been the victim of religious, national origin or race discrimination, please contact Buckley Beal LLP, LLC, a Georgia law firm dedicated to protecting the rights of employees.