Title VII of the Civil Rights Act of 1964 and the Minnesota Human Rights Act prohibit discrimination and frequent or severe harassment based on an individual’s race, color, religion, or national origin 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. These types of workplace discrimination and harassment are described in more detail below.
Race/Color Discrimination and Harassment
Race discrimination involves treating an individual unfavorably because he or she is of a certain race or because of personal characteristics associated with race. Such personal characteristics include hair texture and certain facial features. Color discrimination involves treating an individual unfavorably because of his or her skin color complexion. Race/color discrimination can also involve treating an individual unfavorably because he or she is married to (or associated with) a person of a certain race.
It is unlawful to harass an individual because of his or her race or color. Harassment 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 termination or demotion).
Religious Discrimination and Harassment
Religious discrimination involves treating an individual unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, moral, or ethical beliefs. Such discrimination can also involve treating an individual differently because he or she is married to (or associated with) an individual of a particular religion.
It is illegal to harass a person because of his or her religion. Harassment can include offensive remarks about a person’s religious beliefs or practices. As stated above, 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.
National Origin Discrimination and Harassment
National origin discrimination involves treating individuals unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). National origin discrimination can also involve treating individuals unfavorably because they are married to (or associated with) a person of a certain national origin.
It is unlawful to harass a person because of his or her national origin. Harassment can include offensive or derogatory remarks about a person’s national origin, accent, or ethnicity. As stated above, 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.
If you have been discriminated or harassed by an employer or prospective employer based on your race, color, religion, or national origin, contact our Minnesota employment attorneys to discuss whether you may have a legal claim. Our workplace discrimination lawyers will diligently fight to ensure that your rights are protected.
