Employment Law
Racial Discrimination Attorneys
Representing Utah employees who have faced unlawful race discrimination, racial harassment, or racially motivated retaliation in the workplace.
Race Discrimination in the Utah Workplace
Title VII of the Civil Rights Act and the Utah Antidiscrimination Act prohibit employers from discriminating against employees or applicants because of race, color, or national origin. This includes hiring, firing, pay, job assignments, promotions, layoffs, training, and any other term or condition of employment.
Race discrimination can be overt — such as a supervisor using racial slurs — or subtle, such as consistently passing over qualified employees of color for promotions while advancing less-qualified white employees. Stavros Law P.C. has the litigation experience to pursue both types of claims.
Common Forms of Race Discrimination
Terminated or laid off while less-qualified employees of a different race were retained
Denied promotions, raises, or desirable assignments given to white colleagues
Subjected to racial slurs, stereotypes, or derogatory comments by supervisors or coworkers
Assigned to inferior working conditions or equipment compared to employees of other races
Disciplined more harshly than employees of a different race for similar conduct
Retaliated against for reporting race discrimination or participating in an EEOC investigation
Applicable Laws
Title VII of the Civil Rights Act (42 U.S.C. § 2000e)
Prohibits race, color, and national origin discrimination in all aspects of employment for employers with 15 or more employees.
42 U.S.C. § 1981
Provides a direct federal cause of action for race discrimination in the making and enforcement of contracts, including employment contracts. Applies to all employers regardless of size and has a 4-year statute of limitations.
Utah Antidiscrimination Act (UADA)
Utah Code § 34A-5-106 prohibits race and color discrimination for employers with 15 or more employees in Utah.
Disparate Impact Theory
Even facially neutral employment policies can violate Title VII if they have a disproportionate adverse impact on employees of a particular race and are not justified by business necessity.
Anti-Retaliation Provisions
Title VII and the UADA prohibit retaliation against employees who oppose race discrimination or participate in EEOC or UALD proceedings.
Frequently Asked Questions
What is the difference between disparate treatment and disparate impact race discrimination?
Disparate treatment means an employer intentionally treated you differently because of your race. Disparate impact means a neutral policy disproportionately harms employees of a particular race. Both are illegal under Title VII.
Can I sue for race discrimination even if I was not fired?
Yes. Race discrimination claims can arise from any adverse employment action — denial of promotion, pay disparity, hostile work environment, unequal discipline, or constructive discharge — not just termination.
What is the filing deadline for a race discrimination claim in Utah?
You have 300 days from the discriminatory act to file an EEOC charge, or 180 days with the Utah Antidiscrimination and Labor Division (UALD). For § 1981 claims, the statute of limitations is 4 years.
What evidence do I need to prove race discrimination?
Direct evidence (such as a supervisor's racial comments) is powerful but rare. Most cases rely on circumstantial evidence — comparative treatment of similarly situated employees, statistical patterns, suspicious timing, and inconsistent explanations from the employer.
What if my employer says the decision was based on performance?
Performance is the most common pretext for race discrimination. We examine whether the performance standards were applied consistently across races, whether the documentation was created after the fact, and whether similarly situated employees of other races were treated differently.
Can I bring a race discrimination claim against a small employer?
Title VII and the UADA apply to employers with 15 or more employees. However, 42 U.S.C. § 1981 applies to all employers regardless of size and is often the stronger vehicle for race discrimination claims against smaller companies.
What damages can I recover in a race discrimination case?
Remedies include back pay, front pay, reinstatement, compensatory damages for emotional distress, punitive damages (up to statutory caps under Title VII), and attorney fees. Section 1981 claims have no cap on punitive damages.
Does racial harassment by coworkers count as race discrimination?
Yes. If racial harassment by coworkers is severe or pervasive and the employer knew or should have known about it and failed to take corrective action, the employer can be held liable for a racially hostile work environment.
Speak With a Race Discrimination Lawyer
If you have experienced race discrimination in your Utah workplace, contact Stavros Law P.C. for a free case evaluation. We represent employees on a contingency basis — you pay nothing unless we recover for you.
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