When Do Racist Comments In The Workplace Amount To Racial Discrimination?

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When Do Racist Comments In The Workplace Amount
To Racial Discrimination?
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Sadly, it still happens in todays world that
managers use stereotypes and racial slurs as
references when remarking on an employees
performance. Some of these comments may come from
innocent ignorance, while others are purposely
offensive and degrading, showing a supervisors
hostility toward a specific race. However, to
prove racial discrimination, you need more than a
record of a racist slur directed at a particular
employee. While pervasive slurs often make for a
hostile work environment, they only amount to
harassment at most. Discrimination is defined as
a link between racist statements and a negative
employment action by a manager such as demoting,
firing, or transferring an employee to a less
desirable position. If you feel you have been
discriminated against, your first step should be
talking to a racial discrimination attorney in
Los Angeles. They can help you make a case based
on the managers comments that led to your
termination.
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Obviously, a single racist joke made six months
before termination will not be considered racial
discrimination. A jury or judge is unlikely to
believe that you were fired due to racial
hostility after a racist remark was made in your
presence months or years before your termination.
However, if a racial slur is used to emphasize
your poor performance, saying that You blanks
are all lazy, before terminating your position
shortly afterward, your racial discrimination
attorney in Los Angeles may use it as evidence of
racial discrimination.
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Also, to be awarded compensation for racial
harassment or discrimination, there will need to
be more than a few isolated racist jokes or
comments. It must be shown that the employer
failed to remedy or created objectively
unbearable working conditions for the victim.
The harassers actions must interfere with a
reasonable employees work performance, affecting
him psychologically and causing offense. If the
relationship between a manager and the alleged
victim is otherwise fine and the alleged victim
doesnt complain or otherwise make known that he
is unhappy about the comments, there can be no
legal recompense.
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Under Californias Fair Employment and Housing
Act anti-discrimination laws, an employer cannot
be liable for unlawful discrimination unless they
have five or more employees. Therefore, FEHA
protection does not always cover employees who
work for small businesses. However, a good racial
discrimination attorney in Los Angeles will tell
you that an employee who is subjected to racial,
ethnic, religious, or sex discrimination in
California can still file a claim for wrongful
termination against employers of any company size
based on Article 1 Section 8 of the California
Constitution.
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Racial discrimination is difficult to prove on
your own without the help of a decent lawyer.
Your best option is to hire a racial
discrimination attorney in Los Angeles to
investigate and assist you in gathering evidence
to win your case. The lawyers at Rager Law Firm
protect the rights of many types of employment
victims. All employees deserve to work in a
non-threatening environment where they feel safe
and encouraged to be themselves. Call Rager Law
Firm today at 310-527-6994 for a free
consultation and start down the path toward fair
compensation.
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Address 1055 West 7th Street Los Angeles, CA
90017 Phone [phone] Website
https//www.ragerlawoffices.com/contact/