Race, color, and national origin discrimination can appear in the moments that define your work life, whether during hiring, promotion discussions, or everyday interactions. When treatment changes because of who you are or the community you come from, the effects can be immediate and difficult to ignore. These actions are illegal, yet many private sector employees still encounter biased decisions or hostile conduct tied to their identity.
If you believe your employer treated you unfairly because of your race, color, or national origin, Solomon Law Firm, PLLC will help you understand your rights and pursue accountability. We represent private sector employees seeking clear guidance, steady support, and a path toward fair treatment.
Why Choose Solomon Law Firm?
When you work with our team, you receive direct, thoughtful guidance tailored to your goals. Employees trust us because we offer:
- Deep insight into workplace discrimination laws affecting private sector employees.
- Clear explanations about your options and your employer’s obligations.
- Support through the EEOC process, from initial charge filing to potential litigation.
- Careful review of emails, reviews, and other documentation to strengthen your case.
- A steady focus on achieving meaningful results, whether through negotiation or legal action.
What Counts as Race, Color, or National Origin Discrimination?
Race and national origin discrimination occurs when an employer treats an employee or job applicant differently because of their race, color, ethnicity, cultural background, or country of origin. Discrimination can be overt or subtle and can occur at any stage of employment. Many employees seek help when they notice patterns in how they are treated compared to others performing similar work.
Common examples include:
- Unequal treatment in assignments, evaluations, or discipline.
- Biased hiring or promotion decisions.
- Pay disparities that cannot be explained by performance or experience.
- Harassing conduct, including slurs, insults, or exclusion based on race or national origin.
- Retaliation after raising concerns about discriminatory behavior.
You do not need to prove intentional bias at the outset. What matters is whether the decisions or conduct you experienced would make a reasonable employee believe discrimination occurred.
How Federal Law Protects Private Sector Employees
Most private sector claims fall under Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on race, color, or national origin. Employers cannot make employment decisions that rely on these traits, and they must take reasonable steps to prevent harassment.
Under federal law, you have the right to:
- Report discrimination without fear of retaliation.
- Work in an environment free from racial hostility and derogatory conduct.
- Seek equal access to promotions, training, and compensation.
- Challenge unfair treatment through an administrative claim or lawsuit when appropriate.
How the EEOC Process Works for Private Sector Claims
Before filing a lawsuit in most race or national origin discrimination cases, private sector employees must submit a charge to the Equal Employment Opportunity Commission (EEOC). We guide clients through every stage of this process.
1. Filing the Charge
You generally must file within 180 days of the discriminatory act, although some states extend this period to 300 days. Timeliness is essential for preserving your claim.
2. The Investigation
The EEOC reviews your charge, may request documents from your employer, and may speak with witnesses. In some cases, the agency recommends mediation, which can lead to early resolution.
3. Right to Sue
If the EEOC does not resolve the matter, it will issue a Right to Sue letter. This document allows you to move forward with a lawsuit in federal court.
We help you assess whether settlement, continued mediation, or litigation is the most effective path based on your goals, evidence, and professional needs.
Building a Strong Discrimination Claim
We take the time to understand how discrimination affected your work life and career trajectory. During our evaluation, we look at performance reviews, pay records, emails, witness statements, and any documented patterns of disparate treatment. We also prepare you for each stage of the process, including interviews, mediation sessions, or court proceedings when necessary.
Our approach may include:
- Identifying inconsistencies in your employer’s explanations.
- Comparing your treatment to that of coworkers with similar responsibilities.
- Highlighting timelines that reveal retaliation or shifting justifications.
- Presenting thorough evidence that supports your claim for compensation or other relief.
Some cases resolve through negotiation, which can lead to improvements in workplace conditions or compensation for harm. Others proceed to litigation, where we advocate for your rights in court.
When Retaliation Occurs After Reporting Discrimination
Retaliation is a common concern for employees who speak up. Federal law prohibits employers from punishing workers who report discriminatory conduct, request accommodations, or participate in an investigation. Retaliation can include demotions, reduced hours, disciplinary actions without justification, or termination. If you believe you were retaliated against, we will act quickly to preserve your rights and pursue remedies.
Contact Solomon Law Firm Today
Race, color, or national origin discrimination can affect your career, income, and well-being. You deserve to work in an environment where you are treated fairly and assessed on your performance. If you believe you experienced discrimination, we will help you understand your rights and take steps to hold your employer accountable. Contact Solomon Law Firm, PLLC, today to discuss your options in a confidential consultation.
Frequently Asked Questions
How do I know if what I experienced qualifies as discrimination?
Patterns in assignments, comments, evaluations, or pay often reveal unlawful treatment. If your concerns relate to race, color, or national origin, we can review your documentation and help you determine next steps.
Can I file a discrimination claim if I still work for my employer?
Yes. Many employees file while still employed. Federal law protects your right to raise concerns without retaliation.
What outcomes are possible in a discrimination case?
Results vary. Some employees obtain compensation, reinstatement, promotion consideration, or changes to workplace policies. We will help you identify the most realistic goals for your situation.