Lee & Braziel, L.L.P.
PH: 214.749.1400
PH: 817.289.1400
FAX: 214.749.1010

Practice Areas

Age Discrimination
Defamation

Disability Discrimination
Emotional Distress
Family Medical Leave
Gender Discrimination
Harassment - Other

Harassment - Sexual

Illegal Discrimination
Non-Compete Agreements
Pregnancy Discrimination
Race Discrimination
Religious Discrimination
Retaliation
Reverse Discrimination

Wage/Overtime Claims
Workplace Injuries

Wrongful Termination


Race, Color, or National Origin Discrimination

In 1965, President Lyndon Baines Johnson, a fellow Texan, signed the Civil Rights Act, which prohibited employers from discriminating against employees or applicants on the basis of race, sex, or national origin, among other things.  A few years later, Texas adopted a similar state statute to combat the evils of illegal discrimination. Unfortunately, some employers, (or individual supervisors), have either ignored or become indifferent to these statutes.  Some employers, especially those that still implement outdated tests, rules and procedures, do not even realize they are violating the law.  In addition, some well-intentioned employers, in their zeal to comply with the law or to overcome past discriminatory practices, violate the law by engaging in reverse discrimination.  For a brief overview on what evidence is used to establish an illegal discrimination case, go to our Spotting Illegal Discrimination webpage.

Most people know that the discrimination laws prevent race discrimination, but illegal discrimination based on color or national origin is less well known.  Basically, color discrimination prevents an employer from discriminating against an employee or applicant based on the color of the person’s skin, which could occur when favoritism is given to persons with a different skin color, even if they are of the same race.  National-origin discrimination is just as it implies, discriminating against persons because their ancestors are, or are not, from a certain nation of the world.  Although these types of discrimination are less prevalent, the laws of this country provide protections for these wrongdoings as well.

Please note that only significant employment decisions are considered to be a violation of these laws, such as decision involving hiring, promoting, compensating, or terminating.  However, these same laws do provide protections for illegal harassment  and retaliation.   If you believe that you have been the victim of race, color, or national origin discrimination, please fill out and send the discrimination e-mail form.   If your company has been wrongfully accused of committing a discriminatory act, please fill out and send our email contact form.   We would be happy to review your matter, and contact you about your potential options.   PLEASE DO NOT DELAY, as this may prevent you from being able to assert your legal rights.

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