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Discrimination on the Basis of National Origin

Skilled Chicago Discrimination Attorneys

One of the things that makes the United States so unique is that we are a melting pot of different cultures and ethnicities that have come together to form a country. Nearly everyone living in America has an ancestor who immigrated to the U.S. Despite this, discrimination runs rampant in America, even in the workplace. Some workers find themselves denied opportunities, shorted in compensation, or treated unfavorably simply because they are from a specific national origin.  

Where a worker comes from should never be a basis for discrimination in the workplace, and yet there are many employers and bosses that do discriminate against certain workers based solely on their national origin. A person’s national origin has little to no bearing on how well a worker can do their job, and should never be used when deciding employment issues such as hiring, promotion, advancement or termination.

Discrimination on the basis of a worker’s national origin is prohibited under Title VII of the Civil Rights Act of 1964. Under the Title VII, workers are entitled to equal employment opportunities, regardless of where they are originally from. Employers cannot discriminate against workers based on:

  • Where they were born.
  • Their country of origin.
  • Their heritage.
  • Their ancestry.
  • Their culture.
  • Their accent or other linguistic characteristics, such as dialect.
  • Their language.
  • Whether they are married to someone who is from a certain place or of a specific national origin.
  • Whether a worker has friends that are of a particular national origin.
  • Whether the worker has a last name commonly associated with a particular national origin.
  • Whether the worker associates with certain groups or organizations of a specific national origin.
  • Whether the worker is a member of a school or place of worship that is associated with a particular national origin.

In workplaces where there are more than fifteen workers, Title VII applies and protects workers who are of a different national origin from being discriminated against in the workplace.  

Worker’s Clothing, Harassment and Discrimination Based on National Origin

Some workers may identify with their culture or have religious reasons for wearing certain articles of clothing or head wear. This garb may be representative of the worker’s national origin or religion. Generally speaking, an employer cannot forbid an employee to wear such clothing without a legitimate business reason. And even then, employers are required to consider employee requests for permission to wear such items of clothing, especially when the article of clothing is worn for religious purposes.

Additionally, sometimes coworkers or bosses openly make insensitive comments or jokes about a colleague based on their national origin or perceived national origin. Workplace harassment should never be tolerated and harassment on the basis of a person’s national origin is prohibited under Title VII.

Call Now For A Free Initial Consultation

If you have had an employer discriminate against you because of your national origin, you should consult with an experienced workplace discrimination lawyer. The Law Office of Mitchell A. Kline has assisted many clients with their national origin discrimination claims, and we can help you too.  Contact our Chicago, Illinois workplace discrimination lawyers today for a free consultation regarding your particular situation.