New York Civil Rights Lawyer Investigates Claim of Race Discrimination at the Princeton Club of New York

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New York civil rights violation lawyer David Perecman comments on a charges of racial discrimination against the Princeton Club.

Jo-Ann Garcia, 51, a former long-time employee is suing the Princeton Club in a $10 million age discrimination and race discrimination lawsuit.

As reported by the New York Daily News, Garcia was forced out of her job in favor of a younger, English-speaking employee by club management.

“Racial harassment or race discrimination in the workplace by anyone or against anyone is wrong and illegal,” said New York civil rights violations lawyer David Perecman, founder of The Perecman Firm, one of New York's civil rights violation law firms.

Her dismissal came after assistant general manager Evelyn Mendez-Baker told her that the General Manager desired a different type of employee, according to the Manhattan Supreme Court lawsuit.

Reported the New York Daily News, the General Manager of the club desired “white, native English speaking personnel.”

Also according to the suit, the General Manager found the Hispanic accent of Guillermo Arana, the Controller, to be 'embarrassing.'"

Allegedly, Arana's accent was also to blame for him no longer being invited to management get-togethers, reported the New York Daily News. When Arana retired, his replacement was a white English-speaking employee.

The suit says club management is claiming that Garcia was fired for "financial reasons.” However, the suit says, the club then hired Caucasians who were making equal or more money than the workers they replaced.

“Employers should be aware that wrongful termination or mistreatment of an employee can result in a civil rights violation lawsuit if race discrimination is evident,” said New York civil rights violation lawyer Perecman, a civil rights violation lawyer in New York for over 30 years.

Race discrimination and age discrimination violate Title VII of the 1964 Civil Rights Act. Title VII also does not permit racially motivated decisions spurred by business concerns, for example, customer preference.

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