What is the international employment law?

Employment Discrimination Law: At what point does the amount of attrition for minority employees at a company become suspect?

• The remote office of a major tech company has a high proportion of attrition (firings) of minority employees. These are employees often put on performance improvement plans, asked to resign or fired for out of office conduct. While I cannot speak to each individual case, it seems quite fishy that a high proportion (likely nearing above 90%) are either Hispanic, African-American or have a disability. Is this a cultural issue in which minorities simply cannot and do not perform as well as their White counterparts? Is this simply a bias from the lack of minorities in management? At what point is this worth investigating with EEOC or other employment law attorneys? What recourse do these minority employees have?

• Answer:

  Attrition of minority employees at a company becomes suspect when it is no longer representative of the population sample and there is not a legitimate non-discriminatory reason for the disparity. A “cultural issue” is not a legitimate non-discriminatory reason for the disparity. 90% is worth investigating. The issue is escalated by a discharged minority employee filing a charge of discrimination with the EEOC or retaining an attorney to do so on their behalf.