Where do you come from? What language is that you’re speaking? Are you a U.S. citizen? Questions and comments like these could land your company in legal hot water.
To minimize the risk of discrimination claims under Title VII of the Civil Rights Act of 1964, the Immigration Reform and Control Act (IRCA), or other laws alleging adverse treatment on the basis of one’s citizenship or national origin—both protected traits—it’s important to train supervisors and managers on what they should and shouldn’t say to job candidates and employees. Also, it’s important to foster a culture of inclusiveness and acceptance. If someone is being excluded from work assignments because there’s a language barrier and speaking in English (or another language) isn’t required for the job, legal claims could arise. Also, if coworkers or managers treat someone in a hostile or harassing manner because of his or her citizenship, the organization could be held liable under IRCA.
This comprehensive event concludes with a look at the latest employer goofs that have resulted in costly litigation and settlements concerning the hiring and management of employees who alleged national origin or citizenship-based discrimination.
- The top 10 things supervisors and managers should never say or do during the recruitment or hiring process
- The fine line between when English-only policies may be enforceable and when a judge or jury is likely to find they’re violating workers’ Title VII rights
- Examples of hostile or harassing conduct that could spark national origin discrimination claims
- The types of evidence that support a claim that discipline or other adverse employment action is linked to one’s protected status
- What to do if you must terminate someone because you’ve learned employment verification documentation wasn’t authentic or acceptable under applicable rules
- Special issues that could trip up federal contractors
- And more!