Race & National Origin Discrimination Attorneys in Minneapolis
Legal Protection for People of All Backgrounds
Under Title VII of the Civil Rights Act of 1964 (Title VII) and the Minnesota Human Rights Act (MHRA), it is illegal for an employer to discriminate against an applicant or an employee because of the individual’s race, color or national origin. Both laws prohibit discrimination in all aspects of employment, such as hiring, firing, pay, job assignments, promotions, layoffs, training, benefits, or other conditions of employment. These laws protect U.S. citizens, nationals, permanent residents, temporary residents, refugees, and persons with asylum.
Employers also cannot base their employment decisions on an employee’s birthplace, ancestry, culture, or accent, or harass a person because of their race or national origin. Examples of harassment can include derogatory or offensive comments or “jokes” about a person’s race, color or national origin that either occur frequently or are so severe in nature that they cause a hostile or offensive work environment. Offensive comments can include statements about a person’s physical features, birthplace, skin color, accent, or derogatory stereotypes.
The law also protects employees from discrimination because of their association with family and friends of a different race, color or national origin. It is unlawful for an employer to discriminate against an employee due to their membership in an association or organization that is identified with or promotes the interests of a national origin group.
Common examples of race and national origin discrimination include:
Demoting, firing, denying compensation or benefits, or otherwise discriminating against an individual or group of individuals because of their race, color, or national origin, or because of the race, color or national origin of their family members, spouse, or friends.
Paying lower wages to people outside of a specific race or nationality even though they perform the same work.
Persistent derogatory comments or “jokes” tied to an individual’s race, color, or national origin.
Preferential hiring practices favoring non-minority employees.
Treating an employee less favorably than other employees because they dress according to the customs of their native country, speak with an accent, or belong to a group that is associated with persons from a particular country or ethnicity.
Prohibiting persons from foreign countries from performing particular jobs even though they are capable of doing the work.
English Only rules or policies even though speaking English is not required for the needs of the business.
To schedule a free case consultation with our firm, please give us a call at (877) 344-4628 or contact us online.
Retaliation $9.4 Million
Nichols Kaster obtained a successful jury verdict for a BNSF railroad employee on a Federal Railroad Safety Act retaliation claim.
Retaliation and Discrimination $1.2 Million
Nichols Kaster obtained a jury verdict for a task force Special Agent in South Dakota on sexual harassment and retaliation claims.
Fair Labor Standards Act Retaliation U.S. Supreme Court
Nichols Kaster confirmed the standard protecting workers from retaliation for verbally reporting to employer violation of wage and hour law in front of the Supreme Court.
Disability Discrimination Confidential
Nichols Kaster obtained the second-largest settlement ever paid by the City of Saint Paul in an employment suit.
Our team of passionate, talented professionals work every day on advancing and protecting people's rights. No entity is too big to play fair, so please don’t hesitate to reach out to our firm to discuss the details of your situation.