Tag: National Origin Discrimination

EEOC Sues Staffing Company Due to National Origin Discrimination According to the United States Equal Employment Opportunity Commission (EEOC), a staffing company that provides manufacturing workers has violated Title VII of the Civil Rights Act. The lawsuit claims this company refused to refer a naturalized citizen for employment with a government contractor. The denial is because this worker was born in Germany, not the United States. In February 2020, a woman spoke with a recruiter at the company’s office as part of a walk-in interview. Informed by the recruiter that she would be well-suited for a job in a logistics company, she filled out the necessary paperwork for the position. According to the EEOC, after the woman completed the paperwork, the recruiter asked for identification and other documents, such as a United States birth certificate. The woman explained she did not have a birth certificate because she was born in Germany, but she was a naturalized citizen and could provide that paperwork. According to the lawsuit, the recruiter rejected the suggestion and decided she was unqualified because of her birthplace. Due to the alleged actions of the staffing company, the EEOC decided to sue the company for national origin discrimination. Due to a contract with the government, this staffing company must hire United States citizens. Birthplace being the United States is not a requirement in this contract. EEOC guidance states that national origin discrimination is discrimination against a person because they come from a particular geographic region or country closely associated with a specific ethnic group or national origin. The EEOC guidance explains that this discrimination may happen in several ways, such as taking an adverse action because of how a person speaks. National origin discrimination sometimes occurs with other Title VII violations, such as religious or racial discrimination. The EEOC provides an example, citing when this happened to Somali workers at a beef processing plant over their race, religion, and national origin. These cases show the importance of training personnel in the requirements of Title VII to avoid national origin discrimination and more. Unfortunately, national origin discrimination also occurs when completing Form I-9 because employees have many options to prove their work authorization. The most accessible means for employers to ensure compliance with regulations is using an electronic I-9 management tool. This tool will guide hiring personnel through the process, thus guaranteeing the Form is filled out correctly. It also securely stores the Form for future access. Ensure compliance today by switching to an electronic I-9 management tool with I-9Compliance. Source

Tag: National Origin Discrimination

EEOC Sues Staffing Company Due to National Origin Discrimination

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