As part of the Civil Rights Act of 1964, discrimination against employees because of their national origin is prohibited. Because accents are perhaps one of the most telling indicators of any person’s national origin, discrimination against a current or potential employee because of their accent is forbidden. However, this does not mean that employment decisions cannot be based on an employee’s accent. In fact, in certain instances, courts have determined that accent discrimination is legally permissible.
If you or someone you know has been unfairly affected by accent discrimination in your workplace, you need a strong legal representation to ensure that your rights are fully protected. Contact the Austin national origin discrimination lawyers of The Melton Law Firm today at 512-330-0017 to discuss your case with a qualified legal professional.
Acceptable Accent Discrimination
While an employee’s accent is not an acceptable basis for employment decisions in most circumstances, in select situations an employer can consider accent as a factor. For this to be acceptable, the employee’s accent must:
- Directly interfere with essential job duties
- Be pronounced enough to materially affect job performance
Both of these standards must be satisfied in order for employment decisions based on an employee’s accent to be considered legally legitimate. Otherwise, accent discrimination is both unfair and illegal.
Workplace discrimination has been dramatically reduced since the passage of civil rights legislation, but it still exists. If you have been a victim of accent discrimination, you deserve compensation for any damage it may have caused you personally or professionally. Contact the Austin discrimination attorneys of The Melton Law Firm today at 512-330-0017 to learn more about your rights under the law.