San Francisco Employment Law Firm Blog

Unfortunately, it is not uncommon for supervisors to use racial slur and stereotypes as references when criticizing an employee's performance or otherwise. These comments can be very innocent or obviously degrading and offensive, clearly showing the manager's hostility towards a given race.

To prove racial discrimination, however, it is not enough to simply show that the employer used racist slur toward a particular employee (although this can amount to racial harassment, if sufficiently severe and pervasive). To prove discrimination, there must be a link between the racists words and the adverse employment action that the manager takes against an employee, such as firing, demotion, or transfer to a least desirable position. Thus, to be evidence of discrimination, the supervisor's comments must be contemporaneous with the termination or causally related to the termination decision making process.

This means, for example, that a manger's racist joke six months prior to deciding to terminate an employee can be hardly considered to be evidence of racial discrimination. Neither judge nor jury will likely be convinced that just because your supervisor made a racist remark in your presence months or longer before your termination, the reason for your termination was racial hostility, if that much time has elapsed between the two events. On the other hand, using racial slur toward an employee while emphasizing his poor performance, such as "You Mexican's/Blacks/any other ace are all lazy" and then terminating him shortly thereafter is likely to be evidence of racial discrimination.

It is common for an employee who is subjected to discriminatory conduct or harassment at workplace in California to be afraid to complain about the harasser to his superiors for fear of retaliation and losing a job. However, an aggrieved employee simply has nothing to gain by keeping quiet. In most cases, the harasser's unlawful conduct not only doesn't stop, but becomes progressively more unacceptable and egregious, causing more stress to the victim of potential discrimination and harassment.

Even more importantly, by not complaining, and employee not only doesn't allow the employer to address discrimination and harassment and possibly discipline the harasser, but the victim virtually forecloses possibility of having viable legal claims for discrimination and harassment in the future. Unless the harasser is the aggrieved employee's supervisor, and employer is not liable for discrimination and harassment, if the employer did not know or had not reason to know that such discrimination or harassment took place.

Therefore, if you believe that you are subjected to unlawful discrimination and/or harassment at workplace, it is crucial that you complain about the conduct in writing to your human resources department and higher if necessary. In your complaints, you should outline in detail the facts and the circumstances of what you believe to be an unlawful conduct toward you at workplace, requesting prompt, thorough, formal investigation of your allegations as required by law.

The California Fair Employment and Housing Act specifically prohibits harassment based on “race, religious creed, color, and national origin.” Hostile work environment claims based on racial harassment are reviewed under the same standard as those based on sexual harassment. Thus, allegations of a racially hostile workplace must be assessed from the perspective of a reasonable person belonging to the same racial or ethnic group as plaintiff.

Harassment Standard under California Law

To constitute racial harassment, the conduct must be sufficiently “severe” or “pervasive” to later the conditions of the victim’s employment. The victim of the racial harassment must show a concerted partner of harassment of a repeated, routine or a generalized nature” and that the conduct constituted an “unreasonably abusive or offensive work-related environment or adversely affected the reasonable employee’s ability to do his or her job.”

Although occasional, isolated incidents are usually not enough to create hostile work environment, even a single act by a supervisor may be severe enough to alter the conditions of employment. Thus, while the co-workers single racist remark may not be sufficient to constitute harassment, the same statement by the victim’s direct supervisor might be actionable, due to the authority that the supervisor has over a victim and the increase stress/injury resulting as a result of being subject to harassment by the person in a position of authority.

Employer’s Duty to Prevent Harassment

As with sexual harassment claims, an employer has a duty to prevent and remedy instances of racial and national origin harassment. An employer who fails to remedy problems of which it has actual or constructive knowledge may be held liable for harassment despite the existence of a formal policy against harassment.

Harassment by member of same race

At least one federal court held that racial slurs may constitute harassment even if made by one member to another member of the same race, as the court held in Ross v. Douglas County (8th Cir. 2000).

When harassment is aimed at others

Because the injury from harassment focuses on the workplace environment as a whole, a hostile environment may exist even if some of the hostility is directed at other workers. Thus, where racial slurs have been directed at a minority race of which plaintiff is a member, similar slurs directed at other minorities may contribute to the overall hostility of the working environment.