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EEOC Issues Enforcement Guidance on National Origin Discrimination

Posted by Eric Kingsley | Dec 11, 2016 | 0 Comments

National Origin Discrimination

National origin discrimination

The U.S. Equal Employment Opportunity Commission (EEOC) released its Enforcement Guidance on National Origin Discrimination, which outlines the agency's guidance on the provisions of Title VII that prohibit national origin discrimination. “The Guidance” reflects feedback received as a result of the EEOC's proposed guidance released earlier this year on June 2nd. The Guidance starts by defining National Origin Discrimination, then discusses discrimination as it relates to employment decisions, harassment, language issues, and practical tips (described as “promising practices”) for employers to avoid national origin discrimination claims. 

Title VII of the Civil Rights Act of 1964

Title VII prohibits employment discrimination based on national origin as well as retaliation against employees who oppose workplace discrimination. The Guidance defines national origin discrimination as discrimination because an individual (or his or her ancestors) is from a certain place or has the physical, cultural, or linguistic characteristics of a particular national origin group.

National origin discrimination can be based: (1) on a person's place of origin, which may be a country, a former country, or a region, or (2) on a person's national origin or ethnicity, which means a group of people sharing a common language, culture, ancestry, race, and/or other social characteristics.

Discrimination based on Perception of National Origin

According to the EEOC, Title VII prohibits employment discrimination based on perceived national origin. As an example, the Guidance notes that Title VII prohibits employment discrimination based on the belief that someone is from the Middle East or is of Arab ethnicity, regardless of how an employee identifies herself or whether she is, in fact, from one or more Middle Eastern countries.

The EEOC also interprets Title VII to prohibit discrimination against an individual because of his association with someone of a particular national origin, such as discriminating against an employee or applicant because that person is married to or has a child with someone of a different national origin or ethnicity.

English Proficiency Requirements

EEOC's guidance document recognizes that employers may have legitimate business reasons for basing employment decisions on linguistic characteristics. However, “. . . because [such] characteristics are closely associated with national origin, it is important to carefully scrutinize employment decisions that are based on language to ensure that they do not violate Title VII.” Thus, an employment decision may legitimately be based on an individual's accent if the accent interferes materially with job performance, meaning that: (1) effective spoken communication in English is required to perform job duties, and (2) the individual's accent materially interferes with his or her ability to communicate in spoken English.

The Guidance concludes with a number of “promising practices” for employers that are meant to reduce the risk of Title VII violations. Among others, these promising practices include:

  1. using a variety of recruitment methods, as opposed to word-of-mouth recruiting, to attract a diverse pool of job applicants
  2. establishing written objective criteria for evaluating candidates for hire or promotion, communicating the criteria to prospective candidates, and applying those criteria consistently
  3. developing objective, job-related criteria for identifying unsatisfactory performance or conduct that can result in discipline, demotion, or discharge and translating policies into, and offering training in, the languages spoken by employees
  4. clearly communicating to employees that harassment will not be tolerated and providing training on anti-harassment policies and procedures to employees.

Considerations for California Employers

In addition to formal guidance, the EEOC also promulgated a question-and-answer publication on the Guidance and a small business fact sheet that highlights the document's major points for small businesses. The experienced California employment lawyers at Kingsley & Kingsley can quickly answer your questions about Title VII, discrimination, or any of California's employment laws. To discuss these laws, or a potential claim on your behalf, feel free to call us toll-free at (888) 500-8469or contact Kingsley & Kingsley via email.

About the Author

Eric Kingsley

In practice since 1996, the firm's lawyer and co-founder, Eric B. Kingsley, has litigated complex cases and written numerous appeals in state and federal courts on behalf of the California law firm Kingsley & Kingsley, including More than 150 collective actions. Mr. Kingsley focuses his practice ...

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