Under Title VII of the Civil Rights Act of 1964, it is illegal for employers to discriminate against an employee or job applicant based on their national origin. Among other things, this means that it is against the law for an employer to treat an employee unfairly because of their language proficiency. This means that, for instance, employers cannot impose English fluency requirements unless they can demonstrate that the requirement is necessary for the position upon which it is imposed.
If you or someone you know has been the victim of language discrimination, you may be able to bring legal action against your employer for your mistreatment. Contact the Austin employment attorneys of The Melton Law Firm, today at 512-330-0017 to discuss the details of your situation with a qualified member of our legal team.
Discriminatory Employment Practices
Prohibitions against national origin discrimination protect employees from a wide range of discriminatory activities based on an employee’s language abilities, including:
- Refusing to hire non-English speakers
- Demoting employees
- Assigning certain employees to menial or unpleasant job tasks
- Engaging in harassment
- Unfairly compensating non-English speaking employees
These and other common forms of employment discrimination are not only unfair to employees, they are also against the law.
If you or someone you know feels that you have been the victim of national origin discrimination, it is important that you hold your employer accountable. Contact the Austin employment lawyers of The Melton Law Firm, at 512-330-0017 today to learn more about your options from an experienced legal professional.