National Origin Discrimination

NATIONAL ORIGIN DISCRIMINATION

There are cases where if a particular person is from a particular origin, he/she is entitled to employment opportunities as anyone else; this is national origin discrimination. Based on this if an employee or job applicant’s ancestry is Mexican, Ukraine, Filipino, Arab, American Indian, or any other nationality, he/she is entitled to the same employment opportunities as anyone else. The commission U.S Equal Employment Opportunity Commission enforces the federal prohibition Act against National Origin Discrimination in employment under section VII of Civil Rights Act of 1964, which covers employers with 15 or more employees. Some partiality to a person coming from a particular race or region is national origin discrimination. Even partiality based on the accent, ethnic background is national origin discrimination. As well as treating some one less favorably in case of marriages or association with someone of a particular nationality is national origin discrimination.

 There are various violations. Some of the violations given under title VII include:
1. Employment decisions: Title VII prohibits recruiting, hiring and firing or layoffs or other employment decisions that are based on national origin.
2. Harassment: Title VII prohibits offensive conducts, as well other ethnic slurs that create a hostile work environment based on national origin. Unlawful harassment needs to be avoided any case and hence the employees are required to prevent and correct unlawful harassment. As well these harassment needs to be reported at an early stage to prevent its escalation.
3. Language: Actions on the employees should not be based on employees’ foreign accent unless the accent actually tampers with the performance of the employee.