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{"id":2173,"date":"2004-02-16T08:00:43","date_gmt":"2004-02-16T08:00:43","guid":{"rendered":"https:\/\/www.california-labor-laws-attorneys.com\/?p=814"},"modified":"2004-02-16T08:00:43","modified_gmt":"2004-02-16T08:00:43","slug":"racial-harassment","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/racial-harassment\/","title":{"rendered":"What Types Of Conduct Are Considered Racial Harassment?"},"content":{"rendered":"

\"Man<\/p>\n

Employees in California are protected from racial harassment by the Federal Employment and Housing Act (FEHA) and the federal law, although the FEHA applies more broadly than the federal laws do. For example, the FEHA applies to all employers with one or more employees, and the provisions apply to independent contractors. Unlike federal law, supervisors may be held personally liable for racial harassment.<\/p>\n

What Constitutes Racial Harassment?<\/strong>
\nRacial harassment occurs when the harassment is sufficiently severe or pervasive enough that it creates a hostile, intimidating, or offensive work environment, and it interferes with an individual’s work performance or it raises concerns for their safety. The scope of the kinds of workplace behavior that may constitute illegal harassment is much broader under the FEHA than under federal law.<\/p>\n

This form of harassment can take many different forms. Among these are race-based derogatory comments, racial jokes, cartoons depicting a racial bias, and disparate treatment of employees of different races. This is especially evidenced when different races are treated more favorably than others. A key to determining if an act is racial harassment is whether the person engaging in it did so with “racial animus” meaning the person is motivated by racial hatred and hostility. A clear racial bias can also result in racial harassment if the bias causes a person to commit illegal acts against a person of another race.<\/p>\n

Conduct Must Be Shown To Be Sufficiently Severe Or Pervasive<\/strong>
\nCertainly acts of racial harassment are serious even if only committed one time, but one time will likely not be actionable. However, numerous acts of less serious racial harassment may be viewed as pervasive if these acts are frequently committed. If a pattern of racial harassment exists regardless of how serious it is, then this may be actionable.<\/p>\n

What Actions Can An Employee Take?<\/strong>
\nThe racially harassed employee must make their management aware of the harassment, and allow the management to take the necessary steps to prevent and correct the harassment. An employee must avail their self of the employer’s policies against racial harassment. Failure to do so will result in the failure of legal action. California law requires that an employer take reasonable steps to prevent racial harassment. The FEHA also provides penalties for retaliation against an employee who makes a racial harassment claim. An employee should want to take every action possible to solve the problem short of taking legal action, because legal action carries burdens and it may not result in any gains. However, do what is needed to solve the problem and mitigate damages.<\/p>\n

What If Your Employer Neglects To Solve The Problem?<\/strong>
\nWhile an employer would be unwise to neglect their responsibility under the law, it does happen. The employee must then assess the seriousness of the harassment and document it to the greatest extent possible. Then, and only then, an employee can consult with an attorney experienced in handling racial harassment cases.<\/p>\n

If you, or someone you know, are facing legal issues in the workplace United Employees Law Group has answers, Call Today for your free and confidential case review. Please feel free to CONTACT US with any questions about this blog or your exact situation.<\/p>\n

\n

Photo Credit: Shutterstock\/Zoran Orcik<\/p>\n","protected":false},"excerpt":{"rendered":"

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