Texas Labor Code Chapter 21 and Title VII of the Civil Rights Act of 1964 protect individuals against employment discrimination on the basis of race. Ethnic slurs, racist words or epithets, racial jokes, offensive or derogatory language, or other verbal and physical conduct based on a person’s race constitute unlawful workplace harassment where, for example, the conduct subjects employees to an intimidating, offensive or hostile work environment, or interferes with an employee’s work performance.
Workplace racial harassment can occur at any place of employment in any area of the employer’s place of business. That is the occurrence of racial harassment is not limited to the warehouse, the oilfield, the construction site, the assembly line, the factory floor, the manufacturing plant, the refinery facility, the restaurant kitchen or housekeeping but also can occur in management offices, the boardroom, and elsewhere.
Racial harassment creates a hostile work environment and there are many different types of conduct, communication and words that are offensive. Ethnic slurs can include such words as Aunt Jemima, Uncle Tom, nigger, mayate, beaner, spic, wetback, dirty Jew, kike, camel jockey, haji, sand nigger, gringo, limey, chink, slant eye, gook and, among others, zipperhead.
Indeed, racial slurs can quickly transform employment conditions into an abusive work environment that can be made worse when the circumstances also include symbols of hate such as a hangman’s noose. See, Rodgers v. Western-Southern Life Ins. Co., 12 F.3d 668, 675 (7th Cir. 1993) (use of term nigger alters work conditions and creates an abusive environment); Williams v. New York City Housing Auth., 154 F. Supp. 2d 820,824 (S.D. N.Y. 2001) (the noose is among most repugnant racist symbols).
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In a November 21, 2018 United States Equal Employment Opportunity Commission (“EEOC”) Press Release, the EEOC announced that a Texas-based oil and gas company operating in North Dakota agreed to pay $50,000 and furnish other relief in order to settle a racial harassment lawsuit the EEOC filed against the company. According to the EEOC, an
The Texas Workforce Commission Civil Rights Division and the United States Equal Employment Opportunity Commission (EEOC) assist with enforcing laws that forbid employment discrimination based on race, including workplace racial harassment. Ethnic slurs, racial jokes, offensive or derogatory comments, or other verbal or physical conduct based on a person’s race constitute unlawful racial harassment if
The Texas Workforce Commission Civil Rights Division and the United States Equal Employment Opportunity Commission can receive and investigate charges or complaints racial and national origin harassment related to employment. Texas Labor Code Chapter 21 and Title VII of the Civil Rights Act of 1964 protect individuals against employment discrimination and harassment. As explained by
Ethnic slurs, racial jokes, offensive or derogatory comments, or other verbal or physical conduct based on a person’s race constitute unlawful racial harassment if the work-related conduct creates an intimidating, hostile of offensive working environment, or interferes with the individual’s work performance. Such alleged employment-related misconduct violates Texas Labor Code Chapter 21 and Title VII
The hangman’s noose place among complaints of employment-related racial harassment and hostile work environment is well established. As reporter Sana Siwolop wrote in a July 10, 2000 New York Times article. “[t]he hangman’s noose has long been one of the most frightening representations of racial harassment in America, a reminder that thousands of black people