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Allegheny County work discrimination attorneyRacial discrimination in the workplace does not have to involve open hostility, derogatory remarks, and intentional acts in order to support a claim for damages. In fact, many cases have been won where an employer’s race-based discrimination was subtle and even unintentional. 

When racial discrimination occurs in a more subtle fashion, you may not even be sure whether you have a valid claim. Even after you file a claim with the Equal Employment Opportunity Commission (EEOC), and their investigation reveals some evidence of discriminatory practices, there is no guarantee that the EEOC will decide to prosecute your case. In such cases, you may need to engage a private attorney to help you collect damages.

What Are Some Signs of Subtle Racial Discrimination?

A supervisor or hiring manager may never utter a word against people of another race or intentionally make discriminatory decisions about hiring, promotion, or termination. However, they may still be perpetuating discriminatory practices.

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Allegheny County workplace race discrimination lawyerYou may feel that you have been treated in a negative or unfair manner at work because of your race, yet be unsure whether it rises to the level of illegal racial discrimination. It can be difficult to determine whether a single employer decision that appears to be racially biased is actually a violation of your rights under the federal and/or Pennsylvania state civil rights laws. 

Some employer decisions about your work terms or duties may not appear to be discriminatory on their face, but can be proven to be discriminatory when all employee records are reviewed. Some examples include:

  • Offering different work terms or conditions to one race than to others
  • Assigning duties or responsibilities based on an employee's race
  • Limiting promotion opportunities to those of a particular race

If you are unsure whether you have been discriminated against with regard to work terms, conditions, or duties, two helpful resources are guidelines published by the federal Equal Opportunity Employment Commission (EEOC) and EEOC press releases about recently settled cases.

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