It is a violation of federal law to take an adverse employment action against an employee because of the employee’s race. Although most claims brought by employees involve discrimination against a traditional minority like African Americans or Hispanics, Section 1981 and Title VII also protect Caucasian employees. Whatever the race of the employee, these statutes are designed to prevent employment decisions from being racially motivated. For example, if an employer failed to promote the most qualified applicant to a position because he was white or another employer terminated a black employee when his infractions were no more egregious than white employees who were not terminated, then the employer’s actions may be unlawful. These statutes also prevent employers from tolerating work environments where employees are forced to endure severe or pervasive racial harassment from co-workers or supervisors. If you successfully prove a Title VII or Section 1981 violation, you are entitled to lost wages, compensatory and punitive damages, and attorneys’ fees. The Title VII compensatory and punitive damages are capped at certain amounts depending on the size of the employer.
If you suspect that you have been the victim of a racially motivated employment action, please call (470) 823-4000.
Every federal statute that prohibits discrimination in the workplace has an anti-retaliation provision. As such, it is unlawful for an employee to be retaliated against for opposing perceived discrimination or participating in an EEOC investigation regarding such discrimination. In other words, if you believe you were discriminated against and you complained to your supervisor about such discrimination and then the employer took an adverse employment action against you because of that report, that retaliatory act is unlawful. The same is true for co-workers who report discrimination or otherwise provide information regarding discrimination on behalf of a fellow employee. If you successfully demonstrate that your employer unlawfully retaliated against you, you are entitled to lost wages, compensatory and punitive damages (that may be capped depending on the number of employees), and attorneys’ fees.