National Origin and Religious Discrimination

St. Louis National Origin and Religious Discrimination Attorneys

Missouri Law Firm Fighting for Employees in National Origin and Religious Discrimination Cases

Employees can sometimes be targeted by their managers or co-workers because they were born in a different country, are members of a particular ethnic group, or practice a different faith. If you have been subject to unfair treatment or hostile work environments because of your ethnicity, country of origin, customs, language, or religious beliefs, you may be a victim of national origin or religious discrimination, and you should not wait to get legal advice.

At Sedey Harper Westhoff, we are prepared to fight for the rights of workers who have been subject to national origin or religious discrimination. Our experienced employment law attorneys may be able to help you if your employer refuses to accommodate your religious practices, you are denied a promotion or raise because of animosity toward your ethnic group, or you are the target of bullying, ethnic slurs, or hateful speech at work. We only assist employees with these cases and do not represent employers.

Whether you work for a small business or a massive corporation, we can help you understand your legal options. If you have a case, our aggressive advocates are ready to fight to make it right.

You likely only have 180 days to start the legal process, so schedule a consultation with our St. Louis national origin and religious discrimination lawyers today by calling (314) 819-0963 or contacting us online.

What Is Considered National Origin Discrimination in the Workplace?

National origin discrimination in the workplace involves treating applicants or employees unfavorably because they are from a particular country or part of the world, have a specific ethnicity or accent, or appear to be of a certain ethnic background, even if they are not. Discrimination on the basis of national origin is prohibited by law at the state and federal levels, but it can still frequently occur in Missouri workplaces. It can take various forms and influence numerous aspects of employment.

Some common examples of national origin discrimination in the workplace include:

Hiring and recruitment bias. Discriminatory practices in hiring and recruitment occur when employers show a preference for candidates of certain national origins over others. This can involve using selection criteria that disproportionately exclude certain ethnic groups or implementing policies that indirectly disadvantage individuals based on their nationality or ethnic characteristics. Job advertisements that specify a preference for certain ethnic backgrounds or demand proficiency in language unessential to job performance can also perpetuate discrimination.
Harassment. Harassment can be both obvious and subtle, making it sometimes difficult to identify, document, and address. It may include derogatory remarks, offensive jokes, or inappropriate comments about an individual's accent, appearance, or cultural practices. This type of behavior creates a hostile work environment, intimidating or humiliating employees and affecting their work performance and morale.
Denial of promotions or advancement. Discrimination can occur when employees are overlooked for promotions or opportunities for advancement because of their national origin. Despite being qualified and performing on par with their peers, individuals may find themselves consistently passed over due to bias or stereotypes about their competence or leadership abilities. This form of discrimination limits career growth and professional development, undermining the affected employees' potential and contributions to the organization.

What Is Considered Religious Discrimination in the Workplace?

Religious discrimination in the workplace occurs when individuals face adverse treatment because of their religious beliefs or practices. This unlawful form of discrimination can affect employment opportunities, workplace interactions, and an individual's ability to practice their faith. Missouri’s anti-discrimination laws apply to most private employers with six or more employees.

Examples of religious discrimination in the workplace include:

Failure to accommodate religious practices. Employers may discriminate by not providing reasonable accommodations for an employee's religious practices or beliefs. This can include not allowing flexible work hours for religious observances, denying requests for dress code exceptions (such as wearing religious garments or symbols), or not providing space for prayer. Employers are required to accommodate these needs unless they can demonstrate that doing so would cause undue hardship on the operations of the business.
Religious harassment. Harassment based on religious beliefs can involve derogatory remarks, mocking rituals or practices, or making offensive comments about someone's faith. Such actions can create a hostile work environment.
Bias in hiring and promotions. Discriminatory bias can occur when decisions about hiring or promotions are made based on an individual's religious affiliation rather than their qualifications or performance. For instance, an employer might favor applicants of certain religions or hinder the progress of employees due to stereotypes or misconceptions about their faith.
Religious segregation. This occurs when employees are segregated from others or assigned less favorable duties because of their religion. For example, an employer might isolate employees of a particular faith from customer-facing roles or team projects, limiting their opportunities to grow and contribute to the organization.
Retaliation for exercising religious rights. Retaliation happens when employees face negative consequences after requesting religious accommodations or complaining about discrimination. Examples of retaliation include demotions, unfavorable work assignments, being denied a raise, and even wrongful termination.

Our St. Louis national origin and religious discrimination attorneys can fight to get you the justice you deserve. Contact us online or call (314) 819-0963 today.

Signs of Religious or National Origin Discrimination in the Workplace

Discrimination based on national origin and religion can often be subtle and nuanced, making it difficult to detect and address within a workplace. Sometimes, these behaviors are embedded into policies or practices that appear neutral on the surface. Employers might claim plausible deniability, implying that certain actions or decisions were based on factors unrelated to race or religion. As a result, you may feel uncertain about whether you have experienced discrimination, especially if overt incidents are rare.

You should discuss your situation with our St. Louis national origin and religious discrimination attorneys if you have experienced any of the following:

Racially coded language. Discrimination can manifest when managers or colleagues use subtle, racially coded language while speaking about or to individuals of certain national origins or religions. This might include perpetuating stereotypes or using language that diminishes an individual's cultural identity, which can lead to an uncomfortable and hostile work environment.
Isolation or exclusion from team interactions. Employees might intentionally or inadvertently exclude colleagues with different national origins or faiths from social or professional interactions. This can occur through non-invitation to meetings, team lunches, or important work projects. Such exclusion prevents the affected employees from fully integrating into the team and advancing in their careers.
Unequal work assignments. Employees can also face discrimination through the assignment of undesirable tasks that are not allocated to their peers. This may be justified as being due to "operational needs" but can systematically result in less favorable conditions for individuals of certain national origins or religions.
Inflexible attendance policies. Some employers might rigidly adhere to scheduling policies that indirectly disadvantage employees practicing certain religions. For example, not accommodating religious holidays or prayer times without a justified business reason might indicate discrimination.
Resistance to religious accommodations. Reluctance to accommodate minor requests related to religious practice – such as breaks for prayer or dietary restrictions during work events – can be a subtle form of discrimination. Employers might cite logistical complications, but consistently denied requests without valid reasons should raise concerns.

Documenting National Origin or Religious Discrimination in the Workplace

If you think you may be experiencing religious or national origin discrimination at work, maintaining a detailed and thorough record of any discriminatory incidents or interactions is extremely important. Documentation is essential because it serves as your primary evidence should any legal action or formal complaint become necessary. Proper documentation helps establish a credible narrative that can effectively substantiate your claims, highlighting patterns of discrimination over time.

Consistently take notes immediately following any incident, including the date, time, and location, so that the details remain fresh in your memory. Try to capture the specifics of what was said or done, how it made you feel, and any direct or indirect impact on your professional responsibilities or environment. Record the names and positions of anyone involved or present – both the perpetrators and witnesses.

In addition to personal accounts, gather any corresponding documentation that may support your claim. This can include email correspondence, voicemails, text messages, or any written communication containing discriminatory language or decisions unfavorably affecting your employment due to your religion or national origin. Take screenshots of any electronic communication and ensure these records are safely stored, preferably in multiple locations that your employer cannot access.

If you feel comfortable and safe doing so, seek corroboration from colleagues who may have witnessed the discriminatory behavior or share similar experiences. Their testimonies can be invaluable in establishing a pattern of conduct within the organization.

Our St. Louis national origin and religious discrimination lawyers can review your evidence and walk you through your rights and options for seeking relief. Our team at Sedey Harper Westhoff understands what goes into a strong claim and can advise what types of evidence you should gather and preserve if you’re not sure where to start.

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FAQs About National Origin and Religious Discrimination

Have questions? We are here to help. Still have questions or can't find the answer you need? Give us a call at 314-819-0963 today!

How Long Do I Have to File a Discrimination Claim in Missouri?

If you experienced religious or national origin discrimination at work, you likely only have 180 days from the date of the discriminatory act to file a claim with the Missouri Commission on Human Rights (MCHR), the state agency that handles these complaints. Meeting this deadline is crucial, as failure to file within this period generally results in the loss of the right to pursue the claim through the MCHR. While you have up to 300 days from the date of the discriminatory act to file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC), our firm prefers to handle these cases at the state level.
Can I Recover Damages If I Prove National Origin or Religious Discrimination in Missouri?

Successfully proving national origin or religious discrimination allows you recover compensatory damages, which aim to reimburse you for actual losses incurred due to the discriminatory act. This can include lost wages, benefits, and any out-of-pocket expenses like medical costs related to the stress caused by the discrimination. If you were wrongfully terminated or demoted, you may be reinstated to your former position or a comparable one.
In addition, you may be awarded damages for emotional pain and suffering, as these experiences can have severe personal impacts. Furthermore, the court may order injunctive relief, which involves changing specific policies or practices within your employer’s organization to prevent ongoing discrimination.
What Constitutes a Hostile Work Environment?

A hostile work environment is characterized by pervasive, unwelcome conduct that creates an intimidating, hostile, or offensive workplace. This conduct can take various forms, including derogatory comments, jokes, or slurs targeted at an individual's national origin or religious beliefs. When such behavior is frequent or severe enough to affect an employee's ability to perform their job or to transform the workplace into a place of fear and discomfort, it becomes an unlawful hostile environment.

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