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Racial Discrimination in the Workplace

For the common person, many legal questions pertain to racial discrimination in the workplace. These can range from racial discrimination in USA, racial discrimination at work, and racial discrimination law. Often time’s people turn to Experts online. Listed below is five of the top racial discrimination in the workplace questions that have been answered by Experts.

What is reverse discrimination?

Reverse discrimination is a term referring to discrimination against members of a dominant or majority group, including the city or state, or in favor of members of a minority or historically disadvantaged group. Groups may be defined in terms of race, gender, ethnicity, or other factors.

Are there any racial employment discrimination laws?

Title VII of the Civil Rights Act of 1964 defends those against employment discrimination on bases of gender, race, and belief. If there’s more fifteen workers or more from a company than Title VII can apply as well as local and state governments. Employment organizations, labor agencies, and federal government also apply. The individual can file a lawsuit with EEOC if they suspect that their race was the reason for the decision that was made.

Does the law preclude racial discrimination if the perpetrator is the same race as the victim?

If the victim and the perpetrator are the same nationality there can still be racial discrimination. Race discrimination is unlawful treatment based on a persons skin color (how light or dark they are), tone or shade. This kind of discrimination can happen with people of diverse races or with people that’s the same race. Just like if a person was a light skin toned Mexican and said they was miss treated by a dark skinned toned Mexican boss. So it’s the same as someone being discriminated because they were dark natured rather than being light.

If someone filed a racial discrimination complaint against their supervisor, and then was removed from job duties prior to being fired-would this be a form of racial discrimination?

Many times if someone is fired after filing a discrimination complaint, it could seem like the individual was fired in vengeance since they had filed a complaint. If the individual would like to do something about the discrimination they can report it to the labor department. The individual could have an employment attorney discuss separation or reinstatement. The individual can pursue a lawsuit with the EEOC.

How would someone calculate a settlement for a racial discrimination suit.

The value of the lost earnings and profit that the individual had suffered from is what the settlement would be based on. If the individual had gone to a trial then punitive damages could have been considered. The individual should attempt to resolve the matter for the real value of the damages that they had endured as a punitive. It might not be considered subsequent to a long and costly trial. In many cases this would be a good price. Racial discrimination in a workplace is a very diverse topic. It can span a lot of questions one after another. Such as: racial discrimination act, racial discrimination laws, and racial discrimination articles. Experts can help you find answers fast and effectively.
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Recent Racial Discrimination Questions

  • I was a shupervisor for a two and half yes I was let go stating

    I was a shupervisor for a two and half yes I was let go stating that all the staff memebers were scared to come yo work. I feel I was discrinminated against because I only follow six employees. And more then half texting that thry could beleive. I beleive HR didnt me justice. I beleive one persin had it for me and HR beleive everything they said. Do I have a case
  • 1-Natalie resigned from her position as floor supervisor at

    1-Natalie resigned from her position as floor supervisor at Martin's Department Store. The store manager told the other employees that she had been fired for coming to work drunk. He also communicated that information to someone calling to verify Ms. Weston's previous employment with Martin's Department Store.
    A-Ms. Weston has no recourse against her former employer because the store manager is a known liar.
    B-Ms. Weston is an at-will employee and therefore has no cause of action against Martin's Department Store.
    C-Ms. Weston may have a cause of action against Martin's Department Store for defamation.
    D-None of the choices are correct.
    2-Mr. Johnson, a white male, testified for the plaintiffs in a racial discrimination lawsuit brought by a black female employee against his employer, Security Bank. He had been advised by his manager not to get involved. Shortly thereafter, Mr. Johnson was fired.
    A-Mr. Johnson has no case for retaliatory discharge because he is not a member of the protected class.
    B-Mr. Johnson has no case for retaliatory discharge because merely testifying on behalf of someone else is insufficient involvement in a discrimination lawsuit to get protection against retaliatory discharge under Title VII of the Civil Rights Act.
    C-Mr. Johnson has no case for retaliatory discharge because he is an employment-at-will employee.
    D-Mr. Johnson may have a case because Title VII of the Civil Rights Act protects an employee who participates in any manner in an investigation, proceeding or hearing on a colleague's complaint of discrimination.
    3-Title VII prohibits discrimination in
    A-hiring
    B-hiring and firing
    C-hiring, firing, and compensation
    D-hiring, firing, training, and compensation
    4-Title VII does not apply to
    I. American employers employing U.S. citizens outside the U.S.
    II. Communist organizations
    III. Employers employing Native Americans living in or around Native American reservations
    A-I and II
    B-II and III
    C-I and III
    D-I, II, and III
    5-The number of days that a non-federal government employee has to file a timely claim with the EEOC, under Title VII of the Civil Rights Act, is
    A-45 days.
    B-120 days.
    C-300 days
    D180 days.
    6-If an employer makes a decision that discriminates on the basis of race, only black employees can sue based on Title VII because it was designed to eliminate discrimination against blacks.
    True
    False
    7-Employers should not ask about gender on an application unless the information is necessary for a bona fide occupational qualification.
    True
    False
    8-Major Tire Company's plant in Charleston, South Carolina was destroyed when Hurricane Hazel hit the coast. The company officially closed the facility after reviewing the damage and terminated all 500 workers. The company did not give the employees 60 days' notice, and it is liable under the WARN Act.
    True
    False
    9-The Wonder City Restaurant uses a staffing firm to obtain temporary workers. After the staffing firm sent over a temporary hostess, Wonder asked the firm to replace her with someone of another race. If the hostess who was replaced proceeds with a Title VII claim, Wonder cannot be liable because the temporary hostess was never its employee.
    True
    False
    10-In the absence of a BFOQ, the Age Discrimination in Employment Act of 1967 prohibits discrimination against an individual ________ years of age or older.
    A-35
    B-40
    C-50
    D-65
    Question 11
    When an employer is asked for a reference for a former employee, the employer
    A-has a duty to respond
    B-has no duty to respond, but if he/she responds, the reference must be truthful and honest
    C-can only respond if the former employee has signed a waiver authorizing release of confidential information
    D-should carefully develop a response that will not subject the employer to liability for defamation, even if that means leaving out relevant information about the former employee
    Question 12
    Content validation is based on a careful job analysis that identifies important tasks behaviors, and knowledge that the job requires.
    True
    False
    Question 13
    Alana Brown was employed by the Quality Protection Security Company as a security officer at a local military base. While off duty, she participated in a rally protesting U.S. participation in the Iraq war. Chief of Security Felix Bratfurter saw Officer Brown on the evening television news. The next day, Chief Bratfurter fired Officer Brown.
    A-Officer Brown has no recourse because the protections of employee constitutional rights only apply when the employer is a government agency and she was employed by a private company.
    B-Officer Brown has a cause of action for wrongful discharge because she cannot be fired for exercising her constitutional right to free speech.
    C-Officer Brown has a cause of action for breach of contract.
    D-None of the choices are correct.
    Question 14
    The Immigrati
  • Okay hopefully this will make sense. I am currently going

    Okay hopefully this will make sense. I am currently going through arbitration for a racial discrimination case. It invloves disperate treatment and retaliation. I had worked overseas at a job duty location. The last incident that got me kicked out of my last duty location. I was wrongfully accused of threating someone, and my area was searched without being asked. the reason they gave me that they were allowed to search my area was from a code of business: "failure of refusal to permit inspection of items such as lockers, vehicles, packages, lunch boxes, toolbags, or handbags when requested to do so." I was never asked and they search my area without me being present. One of my lockers was locked, they took my key off my desk and opened it. they said i was being invetigated for having offensive material posted, but all my postings were not in plain view. My are was walled off in privated from everyone. But other places around the shop had offensive things psoted, but nothing was done to them. I was suspended for 30 days, and told I was to leave the duty station and return back to home base. My question is, there was another individual not in my protected class that was accused of threatening a co worker. He was suspended for 30 days, but was allowed to return. Another individual not in my protected class was accuesed of threatening a co worker amd had a physical altercation with them. He was suspended for 30 days, and was allowed to return. If they were issued a subpoena to give a testimony at my arbitration hearing, would that be able to show disperate treatment?
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