The EEOC has proposed revisions to, and is seeking comments on, its policies regarding national origin discrimination in the workplace, policies that apply to both the federal and private sectors under the Civil Rights Act.
The law prohibits employer actions that treat people unfavorably because they are from a particular country or part of the world, because of ethnicity, or because they appear to be of a certain ethnic background.
EEOC said it last updated its enforcement guidance, which sets its policies and explains how the laws and regulations apply to specific workplace situations, on that form of bias in 2002 but “since that time, there have been significant legal developments addressing national origin discrimination.”
Common types of complaints of bias against management based on national origin include unlawful failure to hire, termination, language-related issues, job segregation and harassment.
