Posted by rossmanlaw on February 23rd, 2018
Racial discrimination in employment occurs when an employer treats an employee or applicant unfavorably because of that person’s race. Racial discrimination can also involve treating someone less favorably because the person is married to (or associated with) a person of a certain race, or because of a person’s connection with an organization or group that is generally associated with people of a certain race.
Racial discrimination can also occur in the form of harassment in the workplace by a supervisor, co-worker, client or customer of the employer. Such conduct can include racial slurs, offensive or derogatory remarks about a person’s race or color, or the display of racially offensive symbols. Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
Federal and state law forbid racial discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Title VII of the Civil Rights Act of 1964 is the federal law applicable to racial discrimination claims. The Idaho Human Rights Act provides the basis for state law claims of racial discrimination in employment.
If you believe you have been a victim of racial discrimination in employment, you should act promptly to pursue any claim as the time for filing such claims is limited. Claims for racial discrimination under Title VII and/or under the Idaho Human Rights Act must first be filed with the Idaho Human Rights Commission before such claims can be pursued in Court.
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Joined: December 5th, 2017
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