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  民族血统歧视

                      
                        

          
          
                        民族血统歧视
              


          
  民族血统歧视是指因为人员(求职者或雇员)来自某个国家或世界某个地区,因为他们的种族或口音,或者因为他们似乎有某种种族背景(即使他们不是),而以对他们不利的方式来对待他们。

因为某人与某个民族血统的人结婚(或与之有关联),而以不利的方式来对待此人,也是民族血统歧视。

在歧视中,受害者和实施歧视的人可能是同一民族血统的人。

民族血统歧视和工作情况

法律禁止在就业的任何方面存在歧视,包括雇佣、解雇、工资、工作分配、晋升、裁员、培训、附加福利和任何其他雇佣条款或条件。

民族血统与骚扰

因为某人的民族血统而骚扰他是违法的。骚扰包括对一个人的民族血统、口音或民族的攻击性或贬损性言论等。尽管法律并不禁止纯粹的调侃、随意评论或不太严重的孤立事件,但如果骚扰很频繁或严重,从而在工作环境中造成敌意或攻击性,或导致不利的就业决定(如受害者被解雇或降职),则骚扰是非法的。

骚扰者可以是受害者的主管、其他方面的主管、同事或不是雇主员工的人,例如客户或顾客。

民族血统和就业政策/惯例

法律规定,如果适用于所有人(不论其民族血统是什么)的就业政策或做法对某一民族血统的人产生负面影响,且与工作无关或不是企业经营所必需的,则雇主或其他适用实体使用这一切为非法行为。

如果必须说流利英语才能有效地完成工作,雇主才能要求雇员说流利英语。“只讲英语的规定”要求雇员在工作时只能说英语,只有在为确保雇主的业务安全或有效运作而需要时,而且其实施原因不带有歧视性的,才允许这样做。

雇主不得根据雇员的外国口音作出雇用决定,除非该这种口音会严重影响雇员的工作表现。

公民歧视与工作场所法律

1986年《移民改革和控制法(IRCA)》规定,雇主根据个人是公民还是移民而在雇用、解雇、招募或有偿推荐方面进行歧视是非法的。法律禁止雇主只雇用美国公民或合法永久居民,除非法律、法规或与政府签订的合同要求这么做。在基于雇员的民族血统或公民身份核实就业资格(即填写国土安全部(DHS)I-9表格)时,雇主不得拒绝接受能够证明雇员就业资格的合法文件,或要求提供超出法律要求的其他文件。为核实其就业资格,雇员可选择出示可接受的I-9表格文件中的哪一种。

IRCA还禁止因个人他们主张自己在该法下的权利,或根据IRCA提出指控或协助调查或诉讼而对其进行报复。

司法部民权司的移民和雇员权利科执行IRCA的反歧视要求。移民和雇员权利科的联系信息如下:

1-800-255-7688(雇员/求职者语音),
1-800-237-2515(雇员/求职者TTY),
1-800-255-8155(雇主语音),或
1-800-362-2735(雇主TTY),或https://www.justice.gov/ier/
      
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    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
适用的雇主

15名或更多雇员



时限

180天提起指控*(可依州法律延长)*

联邦雇员有45天时间与平等就业机会顾问联系



有关详细信息,请参见:

民族血统歧视情况说明
	1964年《民权法》第七条
	法规:29 C.F.R.第1606部分
	政策与指导
	统计资料



附加信息

员工问题解答:
	雇佣真实或疑似穆斯林或中东人士的责任
	雇主问题解答:
	雇佣真实或疑似穆斯林或中东人士的责任Return to top

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