EEOC Sues Company for Race and National Origin Harassment, and Retaliation

Employer Permitted Racist Slurs and Graffiti, Then Fired Employees Who Complained

According to the EEOC, a Buffalo, NY company violated federal law when it permitted race-based harassment of black employees by supervisors and co-workers.

Examples of race-based harassment might include subjecting black employees to:

  • the regular and open use of slurs such as “n—-r,” “monkey” and/or “coon”
  • racist graffiti in common areas (such as graffiti featuring phrases such as “n—–s must die.”)

An example of national origin harassment might include subjecting foreign born employees to offensive comments like:

  • supervisors shouting, “We don’t work with terrorists! Only American citizens work here!”

An example of illegal retaliation might include:

  • threatening complaining employees with retaliatory termination
  • firing an employee in retaliation for filing a discrimination charge with EEOC or MCHR

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race or national origin, as well as retaliation for opposing or reporting discrimination.

The Missouri Human Rights Act also prohibits discrimination based on race or national origin, as well as retaliation for opposing or reporting discrimination.

If you believe you have been denied employment because of your race and/or national origin you may have a discrimination claim.

If you believe you have been fired by your employer because of your race and/or national origin you may have an discrimination claim.

If supervisors or co-workers are making harassing/offensive comments about your race and/or national origin you may have a harassment (hostile work environment) claim.

If you believe your employer has mistreated you because you complained about or reported discrimination you may have a retaliation claim.

If you believe you have a claim for race and/or national origin discrimination, harassment or retaliation you may want to consider filing a charge of discrimination with the EEOC or the Missouri Commission on Human Rights.

Before filing a charge of discrimination with the EEOC of the MCHR, you may want to consider contacting an experienced discrimination attorney in your area to help protect your rights.

Filing a charge of discrimination is considered protected activity.  It is illegal for employers to retaliate against employees for engaging in protected activity.

If your employer has retaliated against you for filing a charge of discrimination with the EEOC or the MCHR you may want to consider contacting a law firm with experience handling discrimination and retaliation lawsuits.

Attorney for Workers

Claims for discrimination, harassment, hostile workplace or hostile working environment often have short deadlines. If you believe you have been discriminated against or harassed at work because of your age, you should consider contacting an experienced labor law attorney right away.

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