New EEOC National Origin Discrimination Enforcement Guidance: How To Avoid Legal Risks
|Date / Time:
The Equal Employment Opportunity Commission (EEOC) has released new enforcement guidance on national origin discrimination under Title VII of the Civil Rights Act of 1964 (Title VII).
The timing seems appropriate, as tensions continue to flare over how far the Trump Administration will go with deportation efforts—not to mention campaign rhetoric to ban non-U.S. citizens of particular religious affiliations from entering the country.
The EEOC’s newly issued guidance is designed to help employers better understand their legal obligations and rights under Title VII concerning language-restrictive policies, language fluency requirements, how immigration status factors into Title VII protections, and accommodation of national origin traditions or practices.
Join us for an in-depth webinar addressing how national origin discrimination claims are bred at work, practical recommendations on how to deal with requests for accommodation related to national origin traditions or practices, and the proactive steps to curb harassment and bullying based on workers’ national origin.
About Your Presenter:
- What national origin discrimination is—and when your employees are protected under Title VII
- How to determine whether an employer’s perception of a worker’s national origin entitles that worker to protections under Title VII
- Best practices for avoiding national origin discrimination claims related to recruiting and hiring
- How to identify signs of harassment based on national origin, and proactive strategies for curbing and preventing hostile bullying and other potentially severe and pervasive conduct in your workplace
- The EEOC’s position on English-only and other language-restrictive policies, customer preferences, and more
- The difference between national origin tradition and religious practices and how the definition of each impacts your duty to grant accommodation requests that don’t pose an undue hardship on your business
Miranda Watkins, Esq.
Fisher Phillips LLP
Miranda Watkins is an associate in the Fisher Phillips San Diego office. Her practice includes counseling and defending employers in all areas of labor and employment law. Before joining Fisher Phillips, Ms. Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters. During law school, she served as a law clerk for an administrative law judge at the U.S. Equal Employment Opportunity Commission (EEOC). There, her work focused solely on federal employment discrimination matters. Prior to beginning her legal career, Ms. Phillips worked as a publicist for a Los Angeles based public relations firm. There she worked on numerous red carpet, film, television, and home entertainment publicity campaigns.
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All US States: 1.5
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|Keywords For This Course:|
English-Only Policies, Harassment, and More, EEOC, enforcement guidance, national origin discrimination, language restrictive policy, English-only policy, immigration, Trump Administration, religious accommodation, national origin tradition
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