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Racial Discrimination

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees on the basis of race, personal characteristics associated with race (such as hair texture, skin color, or certain facial features), skin color complexion, national origin, ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). Title VII also prohibits harassment such as racial slurs, offensive or derogatory remarks about a person’s race, color, or the display of racially-offensive symbols.

In some cases, an employment policy or practice that applies to everyone can be illegal if it has a negative impact on the employment of people of a particular race, color, or national origin. This type of discrimination, called disparate impact, arises frequently in hiring and promotion processes for law enforcement officers, who are frequently selected based on allegedly neutral tests. Also, policies precluding certain hairstyles (such as braids) may be found to be discriminatory even if they are applied to all employees alike. Additionally, it can be illegal for an employer to require an employee to speak fluent English if fluency in English is not necessary to perform the job effectively.

If you are facing any of these situations, the attorneys at Tully Rinckey PLLC can represent you in filing a claim or negotiating on your behalf to resolve any claims.

Tully Rinckey, PLLC can represent clients at every stage of the federal government’s EEO process, from initial EEO counselor contact all the way through appeals in federal court. Call 703-525-4700 today for a consultation on your issue.

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  • Neil McPhie | People on the Move

    Date added: October 8, 2013 Submission Type: Professional Recognition Current employer: Tully Rinckey PLLC Current title/position: Virginia Managing Partner Industry: Legal Services Position level: Managing Partner Position department: Legal Reason for being recognized: Virginia Managing Partner Neil A.G. McPhie of …

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