The National origin discrimination entails handling job applicants and employees unfairly due to their origin based on ethnicity or accent. Additionally, it also includes their appearance to a particular ethnic background even when they are not. Moreover, they can be treated unfavorably owing to their relationship with a person of a specific nationality. Laws prohibit favoritism in employment when hiring, firing, giving promotion, and training (U.S Equal Employment Opportunity Commission, n.d.). Subsequently, the laws also forbid discrimination on work assignments, outlying benefits, and terms of service. Therefore, it is illegal to harass a job seeker or employee based on their national origin. These harassments may include making derogatory remarks about their ethnicity, ancestry, or accent. However, the law does not disallow naïve teasing or exceptional cases that are not serious, but harassment becomes illegal when it is frequent and develops hostility in the work setting. It can similarly become unlawful if it results in unfavorable employment decisions towards the person. The perpetrator of this crime might be a coworker, an immediate supervisor, or a supervisor from a different department. A client can also harass the victim too.
The regulations guide the employee and employer relation in the work environment. Therefore, the law makes it illegal for the employer to apply an employment policy notwithstanding national origin if it negatively impacts on people of a particular nationality, which may not relate to the occupation (U.S Equal Employment Opportunity Commission, n.d.). For instance, an employer ay necessitates the employee to speak fluently in a language if the use of that language is a requirement to perform the tasks successfully. Moreover, the employees’ accent should not be a matter of concern unless it adversely affects their job implementation. Additionally, the Immigration Reform and Control Act of 1986 outlaws employers from discriminating people when recruiting, firing, and hiring on the grounds of the person’s immigration status or citizenship. Furthermore, the employer is forbidden from employing only United States citizens except when required to take that action by the law or government contract. They should also consider accepting legitimate documents that create the employment suitability of the employee. They should not ask for additional documents apart from the legally binding ones when substantiating employment admissibility. The employee has the right to choose which materials they prefer to prof their worthiness.
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Reference
U.S Equal Employment Opportunity commission. National Origin Discrimination. Retrieved from https://www.eeoc.gov/laws/types/nationalorigin.cfm
