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  繁體中文信息
  國籍歧視

                      
                        

          
          
                        國籍歧視
              


          
  國籍歧視是指對那些來自特定國家或世界某個地方的個人(求職者或員工),基於種族或口音,或者因為具有某些族裔背景(即使他們不是)的不利對待。

國籍歧視還可能涉及因為個人與特定國籍的人結婚(或與其相關)而受到不公平待遇。

國籍歧視也可能在具有相同國籍的個人之間發生。

國籍歧視和工作環境

法律禁止全方位的就業的歧視,包括雇用、解雇、薪資、工作分配、晉升、裁員、培訓、附加福利以及任何其他就業條款或條件。

國籍與騷擾

由於個人的國籍而騷擾是非法的。例如,騷擾可能包括針對個人的國籍、口音或族裔的攻擊性或貶損性言論。儘管法律並不禁止單純的的調侃、隨意的評論或不太嚴重的孤立事件,但當騷擾變得頻繁或嚴重,以至於造成敵對或冒犯性的工作環境,或導致不利的雇用決定時,騷擾就是非法的。 (例如造成受害者被解雇或降職)。

騷擾者可以是受害者的主管、其他區域的主管、同事或非雇主員工的人,例如客戶或顧客。

國籍和就業政策/作法

法律規定,雇主或其他涵蓋的實體在執行就業政策或做法時不應該考慮個人國籍的因素。如果就業政策或做法對特定國籍的人產生負面影響,並且它與工作無關或非企業運營所需,就不合法。

雇主要求員工必須説流利英語的前提是,具備流利的英語是有效地完成工作的要件。 “英語獨尊” 要求員工在工作場所只能說英語,此規定只有在基於雇主業務安全或高效運營所需,而且是非歧視性原因的情況下才能實施。

雇主不得根據員工的外國口音做出雇用決定,除非外國口音嚴重影響員工的工作表現。

公民身份歧視和工作場所法律

根據1986 年《移民改革和控制法案》(IRCA) 的規定,雇主在雇用、解雇、招募或有償推薦方面基於個人的公民身份或移民身份而歧視的行為不合法。該法禁止雇主只雇用美國公民或合法永久居民的行為,除非法律、法規或政府合同要求這樣做。在驗證就業資格(即填寫國土安全部 (DHS) 表格 I-9)時,雇主不得基於員工的國籍或公民身份拒絕接受證明員工就業資格的合法文件,也不得要求提供法律要求之外的其他文件。員工可以選擇出示哪些被接受的 I-9 表格文件來驗證就業資格。

《移民改革和控制法案》IRCA 還禁止雇主對根據該法案主張其權利、或提出指控、協助調查或訴訟的個人進行報復。

《移民改革和控制法案》IRCA 的非歧視要求是由司法部民權司的移民和員工權利部門 (IER) 執行。可以通過以下方式聯繫 IER:

1-800-255-7688(員工/求職者專線),
1-800-237-2515(聽覺和語言障礙員工/求職者專線),
1-800-255-8155(雇主專線),或
1-800-362-2735(聽覺和語言障礙雇主 TTY專線),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)
適用的雇主

15 名或以上員工



時間限制

180天內提出指控*(可由州法律延長)*

聯邦員工有 45 天的時間聯繫 EEO 顧問



更多信息請參閱:

關於國籍歧視的事實
	1964 年民權法第七章
	法規:29 C.F.R.part 1606
	政策與指南
	統計數據



附加信息

員工問答:與穆斯林或中東人個人有關的就業責任

雇主問答,與穆斯林或中東人個人有關的就業責任Return to top

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