What types of national origin discrimination actions are covered by Title VII?
All adverse employment actions are prohibited by Title VII, including: Any employment decision, including recruitment, hiring, and firing or layoffs, based on national origin. Offensive conduct, such as ethnic slurs, that creates a hostile work environment based on national origin. Employers are required to take appropriate steps to prevent and correct unlawful harassment. Employees are responsible for reporting harassment at an early stage to prevent its escalation. An employer may not base a decision on an employee’s foreign accent unless the accent materially interferes with job performance. A fluency requirement is only permissible if required for the effective performance of the position for which it is imposed. English-only rules must be adopted for nondiscriminatory reasons. An English-only rule may be used if it is needed to promote the safe or efficient operation of the employer’s business.
