Chicago National Origin Discrimination Lawyer
Lake County Discrimination Attorney Serving Gurnee, Libertyville, Highland Park and Surrounding Areas
The Law Offices of Ross J. Peters, Ltd. is a premier Chicago area-based law firm committed to handling national origin discrimination cases related to the workplace. Attorney Ross J. Peters is a top-rated lawyer who spends countless hours pursuing justice on behalf of his clients. He does not rest until he has a clear understanding of each claim and what it will take to achieve just compensation for the wronged.
In matters of national origin discrimination, he is a relentless advocate. His winning legal strategies have helped him to recover millions of dollars for his clients. Above all, Mr. Peters works to secure the best possible outcome and fiercely protects the interests of his clients.
What is National Origin?
National origin refers to the place where a person was born. It also refers to the birthplace of ancestors of a particular person.
Understanding Laws Impacting National Origin Discrimination in Chicago
The Illinois Human Rights Act, enforced by the Illinois Department of Human Rights, expressly prohibits the unlawful discrimination against a person in connection with employment based on nationality. Equal employment may not be denied due to birthplace, ancestry, language, and other characteristics based on national origin. The law protects individuals and people groups against national origin discrimination in Illinois and covers every term and condition of employment. If you believe that your civil rights have been violated, you have a limited amount of time to file a claim.
The U.S. Equal Employment Opportunity Commission (EEOC) is the federal enforcement arm for laws that prohibit discrimination. Employees dealing with unfair treatment based on national origin are protected by:
- Title VII of the Civil Rights Act of 1964 (Title VII)
- Immigration Reform and Control Act of 1986 (IRCA)
- Title 29 of the Code of Federal Regulations (C.F.R.), Part 1606
Battling Issues with Language and Foreign Accent in Chicago
An employer has no legal right to restrict communication in a native language or base an employment decision on English fluency or the foreign accent of an employee unless the language issues are proven to hinder job performance. In some cases, an employer may claim to have a bona fide occupational qualification (BFOQ) exception to require English-only rules; and they have the burden of proof to justify the rule.