With the current situation unfolding in Ukraine, it has become common for people, especially citizens of countries a part of NATO like the United States, to view Russia in a negative light. A negative view of a country sometimes causes a negative view of its people. In this case, people may take out their anger towards Russia on people who are Russian. This anger can manifest itself in many ways, one of them being in the workplace. It is not unheard of for a manager or employer at a particular workplace to fire an employee simply because they have some sort of prejudice towards that employee’s country of birth or national origin. This is called national origin discrimination, and it has occurred throughout our country’s history, such as the interment of Japanese citizens during World War II, or even prejudices against Russian-born citizens during the Cold War.

            Even though the United States and Russia are on shaky ground right now, whether you support what Russia is doing in Ukraine or disapprove, it does not give an employer the right to fire an employee in the workplace for being Russian. According to the EEOC, “The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.” This also includes harassment, if you are being bullied or harassed in the workplace for being a specific ethnicity or being of a certain national origin, there are laws that have been set in place to protect you.

Though Russia is a good example because it is currently relevant, these laws protect people of all national origin. As previously mentioned, just because examples regarding Russia and Ukraine are being used does not mean they are limited to those examples. Teasing or discrimination in the workplace because of someone’s national origin is prohibited, and if you or someone you know is currently facing discrimination in one or more of these areas, it is encouraged that you reach out to an employment attorney to discuss your rights.