Discrimination Based on National Origin, Religion, and Other Grounds

• Author: Rod Tanner
• Pages: 63-132

24-1

Chapter 24

DISCRIMINATIONBASEDON

NATIONALORIGIN, RELIGION, AND

OTHERGROUNDS

By Rod Tanner

24:1. INTRODUCTION

24:2. OVERVIEW OF TCHRA

A. Scope

B. Jurisdiction and Coverage

C. Relationship With Federal Law

D. Federal Burden of Proof Standard

E. Defenses

F. Remedies

24:3. DISCRIMINATION MODELS

A. Disparate Treatment

1. Individual Disparate Treatment

2. Cat’s Paw Doctrine

3. Mixed Motives Cases

4. Systemic Disparate Treatment

B. Disparate Impact

24:4. DISCRIMINATION BASED ON NATIONAL ORIGIN

A. Unlawful Employment Practices

B. Meaning of National Origin

1. National Origin of Ancestors

a. Birthplace and Language

b. Unique Considerations

c. Protected Subclasses

TEXAS EMPLOYMENT LAW24-2

2. Employer Perceptions

3. Employee Relationships and Associations

C. National Origin Guidelines

D. Proving National Origin Discrimination

1. Disparate Treatment

a. Alienage and Citizenship Requirements

b. Linguistic Characteristics

c. Discrimination by Foreign Companies or Against Foreign Citizens

2. Disparate Impact

a. Language Requirements

(1) English-Only Rules

(2) Fluency Requirements

b. Height and Weight Standards

c. Foreign Education

3. Hostile Environment

a. Elements of Claim

b. Nature of Conduct

c. Employer Liability

d. Constructive Discharge

E. Defenses

1. Business Necessity

a. Scope of Defense

b. Disparate Impact Cases

2. Bona Fide Occupational Qualification

3. Reliance on Commission Interpretations

4. Mixed Motives Cases

5. Harassment Cases

F. Other Sources of Protection

1. Texas Constitution

2. Governor’s Equal Employment Opportunity Office

3. County and Municipal Ordinances

24:5. DISCRIMINATION BASED ON RELIGION

A. Coverage

1. Determination of Status

2. Covered Activities

3. Scope of Religious Organization Exemption

24-3 DISCRIMINATION BASEDON NATIONAL ORIGIN, RELIGION, AND OTHER GROUNDS

B. Unlawful Employment Practices

C. Protected Activity

1. Religious Beliefs

2. Religious Practices

3. Ministerial Duties

D. Reasonable Accommodation

1. Overview

2. Scope of Duty

a. Selection of Accommodation

b. Employee Suggestions

c. Duty of Cooperation

3. Types of Accommodations

a. Work Schedules

b. Religious Dress and Grooming Practices

c. Testing and Screening

d. Other Accommodations

4. Undue Hardship

a. Genuine and Immediate Hardship

b. Cost Considerations

c. Impact on Other Employees

d. Collective Bargaining Agreements

e. Religious Activities in the Workplace

f. Illegality of Accommodation

E. Proving Discrimination—Failure to Accommodate

1. Sincerity of Beliefs

2. Nature of Beliefs

3. Notice to Employer

F. Other Causes of Action

1. Disparate Treatment

2. Religious Harassment

a. Quid Pro Quo Harassment

b. Hostile Environment Harassment

G. Defenses

1. Undue Hardship

2. Business Necessity