National Origin Discrimination

Unlawful National Origin Discrimination in Employment

Applicants and employees at every level of authority, in every position, are protected against national origin discrimination.

Under federal and Colorado law, discrimination against employees and applicants in the private sector and federal, state, local government employment because of national origin is unlawful.

We welcome the opportunity to provide experienced counsel and representation to persons confronting national origin discrimination.

Murray Law represents clients asserting national origin discrimination claims in federal and state court lawsuits, filing discrimination charges with federal, state, and local government agencies, and mediation and arbitration proceedings.

Steven Murray has successfully represented individuals asserting discrimination claims in lawsuits before multiple United States District Courts, including obtaining jury verdicts and resolutions on behalf of clients in cases before the United States District Court for the District of Colorado and mediation proceedings.

Federal Law

Title VII of the Civil Rights Act of 1964, as amended, is a federal law prohibiting national origin discrimination. This law applies to employers with 15 or more employees.

Colorado Law

The Colorado Anti-Discrimination Act [CADA] prohibits national origin discrimination in employment. This Act applies to employers of any size.

This law applies to private sector employment and state and local government.

Discriminatory Conduct

An employer may not discriminate against an applicant or employee because of national origin. An employer cannot take actions because of:

• The country where a person was born, or the place of origin of ancestors.
• The physical, cultural, or linguistic characteristics of a particular national origin group.
• Stereotypes associated with a specific national origin or ethnicity.
• A family name associated with a specific ethnicity or national origin.
• The employer’s perception of an individual’s national origin.
• Marriage to a person of a particular national origin.
• Affiliation or association with a person or group of a particular ethnicity or national origin.
• The prejudice of a person’s co-workers.
• The prejudice of the employer’s customers, vendors, or clients.

Unlawful national origin discrimination may exist when a member of one national origin group discriminates against a member of the same group.

Discriminatory Adverse Actions

Discriminatory employment actions based on national origin constitute a significant change in employment status.

Discriminatory actions include the failure or refusal to hire, discharge, unfavorable promotion, demotion, job assignment decisions, plus harmful actions about wages, compensation, and terms and conditions of employment.

An employer may not limit, segregate, or classify employees or applicants in any way which would deprive any individual of employment opportunities or otherwise harm the person’s status because of national origin.

Retaliation

Federal and Colorado laws prohibit employers from discriminating against individuals through retaliation because they engaged in a protected activity about national origin.

Protected activity includes but is not limited to filing a charge of national discrimination with the employer or filing a charge of discrimination with a federal or state government agency, or participating in an investigation of a discrimination complaint.

Harassment/Hostile Work Environment

National origin harassment is unlawful national origin discrimination.

National origin harassment is actionable when the conduct is unwelcome and sufficiently severe or pervasive to alter employment conditions and create an abusive or hostile work environment, such as an environment permeated with offensive slurs.

Conclusion

Murray Law welcomes the opportunity to provide legal counsel, and representation to any person denied the right to be free from national origin discrimination. Please contact Steven Murray at 720-600-6642.