It Is Prudent To Report And To Redress Alleged Race Discrimination And Retaliation

posted by Chinyere Okoronkwo  |  Mar 1, 2010 6:49 PM [EST]  |  applies to New York

Employment discrimination or harassment that is based on race is prohibited under applicable laws.   In New York State, federal and state laws prohibit race discrimination.  In New York City, federal, state and local laws prohibit race discrimination.  The same laws offer protection to victims of “reverse” discrimination.

 

It is prudent for an aggrieved employee to report an incident of race discrimination or harassment at or about the time that the incident occurs.  An important initial step is for the employee to make a verbal or written report of the incident.  The employee should inform a supervisor, manager or human resources representative of the incident.  Some employers have an EEO officer whose role it is to receive and to investigate incidents involving alleged race or other unlawful discrimination or harassment. 

 

Employers should update their employee handbook to include clear guidance to employees regarding anti-discrimination and anti-harassment policies and procedures, including, but not limited to, incident reporting procedures. An aggrieved employee should review the employee handbook, if one exists.

 

Regardless of whether one has a claim or defense to preserve, there are additional procedures to follow and there are deadlines to meet.  It is prudent to consult an employment attorney.


 

DISCLAIMER - Ms. Okoronkwo’s response does not create an attorney-client relationship. 

 

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