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Race, Color, National Origin, & Immigration Status Discrimination

The Barton Law Firm sues employers who discriminate against employees because of the employees' race, color, national origin, or immigration status, and employers who retaliate against employees for opposing this kind of discrimination.

Here are legal citations and information you might find helpful:

There are two ways to discriminate: by disparate treatment and by disparate impact. Disparate treatment occurs when an employer treats an employee who belongs to a protected class less favorably than other employees. Disparate impact occurs when an employer has a neutral employment practice that falls more harshly on members of a protected class.

Some laws protect both employees and contractors.

 

Federal:

42 U.S.C. 1981(a) (Equal rights under the law);

42 U.S.C. 2000e (Civil Rights Act of 1964);

Ninth Circuit Manual of Model Jury Instructions, Civil 10.1 (Disparate treatment);

Instruction 10.2 (Disparate treatment - sole reason);

Instruction 10.3 (Disparate treatment - motivating factor);

8 U.S.C. 1324(b) (Unfair immigration-related employment practices);

Pub.L. 99–603 (Immigration Reform and Control Act).

Washington State:

RCW 49.44.085 (Employees may pursue causes of action under RCW 49.60);

RCW 49.60.030(1)(a) (Freedom from discrimination);

RCW 49.60.180 (Unfair employment practices);

WPI 330.01 (Disparate treatment);

WPI 330.03 (Disparate impact).

 

King County:

KCC 12.18 (Fair Employment Practices).

Pierce County:

PCC 3.16.030 (Discrimination and Harassment; county employees only).

 

Snohomish County:

SCC 2.460.070 (Unlawful Discrimination by Employers).

 

Seattle:

SMC 14.04.040 (Unfair employment practices).