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 discrimination case.
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 Buckley Bala Wilson Mew LLP for an immediate case evaluation.