Employment Law Chronicle for Virginia & the District of Columbia

While this District of Columbia federal court opinion deals with several important employment law issues, of particular note is the Court's explanation of: (1) the distinction between race discrimination and national origin discrimination claims; and (2) the test for "adverse employment actions" under Title VII and the D.C. Human Rights Act (DCHRA).

In this case, Mr. Ndondji sued his former employer under Section 1981, Title VII and the DCHRA alleging race discrimination, national origin discrimination, and retaliation. By way of background, the DCHRA and Title VII protect employees against race discrimination, national origin discrimination, and other forms of employment discrimination. Section 1981 applies to racial discrimination only.

In dismissing the employee's race discrimination claims, the Court held that Mr. Ndondji had failed to allege facts to establish that alleged discrimination because he was from Angola (national origin) also meant that he had been discriminated against because of his race.

The Court dismissed most of Mr. Ndondji's remaining claims on grounds that the claims were procedurally barred or that Mr. Ndondji had failed to identify any "adverse employment action" taken by his employer that could satisfy the test under Title VII or the District of Columbia Human Rights Act. This was true even though Mr. Ndonji had identified at least five different adverse actions that he believed violated the employment laws.

Continue reading "D.C. Employment Law Case: N'Samba Ndondji v. Interpark, Inc. (Race Discrimination; National Origin Discrimination; Adverse Employment Actions)" »

As a courtesy to employers and employment lawyers, The Employment Law Chronicle provides links to the text of key Federal, Virginia, and District of Columbia labor and employment laws published on government sites.

Title VII prohibits employment discrimination on the basis of race, color, national origin, religion or sex.

Here are answers to some frequently asked questions about Title VII:

WHAT IS TITLE VII?

Title VII is a federal law that prohibits employers and other covered entities from discriminating against an employee or job applicant because of the person's race, color, religion, sex or national origin. The Pregnancy Discrimination Act is incorporated into Title VII. Title VII also protects against retaliation and requires employers to make reasonable accommodations for religion.

WHAT TYPE OF EMPLOYER ACTS ARE ILLEGAL UNDER TITLE VII?

Title VII protects employees and applicants from discrimination in all terms, conditions or privileges of employment. For example, it is illegal to engage in sexual harassment or to harass an employee based on any other protected category, such as race, religion, or national origin. It is also illegal to discriminate in hiring, job advertisements, recruitment practices, tests, assignments, training opportunities, promotions, pay, benefits, discipline, discharge, employment referrals, breaks, leave, perks, or other terms, conditions or privileges of employment.

Continue reading "Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e, et seq., as amended" »

As a courtesy to employment lawyers and employers, The Employment Law Chronicle provides links to the text of key Federal, Virginia, and District of Columbia labor and employment laws published on government sites.

The DC Human Rights Act prohibits employment discrimination on the basis of race, color, religion, national origin. sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, or political affiliation.

As a courtesy to employers and employment lawyers, The Employment Law Chronicle provides links to the text of key Federal, Virginia, and District of Columbia labor and employment laws published on public sites.

The Virginia Human Rights Act prohibits discrimination because of race, color, religion, national origin, sex, pregnancy, childbirth or related medical conditions, age, marital status, or disability.