Race Discrimination Lawyer Nevada for Employees
Milan Chatterjee is a race discrimination lawyer Nevada employees turn to when they are fired, passed over, paid less or harassed because of their race, color or ancestry. He represents workers in Las Vegas, Reno and across the state, and Nevada law also protects hair texture and protective hairstyles such as braids, locs and twists (NRS 613.310).
Free, confidential. We respond within minutes.
2 States
Admitted to the State Bars of Nevada and California
Fortune 500
Former in-house counsel, Las Vegas Sands Corp.
UCLA Law
Law degree, UCLA School of Law; visiting student, NYU Law
As Seen In
Bloomberg Law and the Las Vegas Review-Journal
2 States
Admitted to the State Bars of Nevada and California
Fortune 500
Former in-house counsel, Las Vegas Sands Corp
UCLA Law
Law degree, UCLA School of Law; visiting student, NYU Law
As Seen In
Bloomberg Law and the Las Vegas Review-Journal
What You Can Recover in a Nevada Race Discrimination Claim
Nevada courts can award the same relief available under federal Title VII (NRS 613.432), and federal Section 1981 can add more. As a race discrimination lawyer Nevada workers rely on, Milan identifies every law that applies so no remedy is left behind.
Financial damages you can recover
- Back pay: lost wages and benefits from the date of the discriminatory act
- Front pay: future lost earnings when returning to the job is not realistic
- The pay difference when you were paid less than coworkers of another race
- Compensatory damages for emotional distress
- Punitive damages when the employer acted with malice or reckless indifference
- Reasonable attorney's fees and costs
Beyond the money
- Reinstatement, a promotion you were denied, or a corrected personnel record
- Removal of unlawful grooming or appearance rules
- Policy changes and training ordered by the court
- Accountability that protects the coworkers who come after you
Employers Cannot Legally Discriminate Based on Race
Nevada and federal laws protect employees from race discrimination in the workplace. If your employer treated you unfairly because of your race, denied you opportunities, subjected you to a hostile work environment, or retaliated against you for reporting discrimination, you may have a legal claim. Call (888) 785-9923 for immediate assistance.
Race Discrimination Under Nevada Law
NRS 613.330 makes it illegal for employers with 15 or more employees to treat you differently because of race, color or national origin. These are the situations Milan sees most often in Nevada workplaces.
Unequal Treatment in Hiring, Pay, Promotion and Firing
Being fired, demoted, denied a promotion, disciplined more harshly, given worse shifts or paid less than coworkers of another race can all be race discrimination. Employers rarely say the reason out loud, so these cases are usually proven through comparisons, timing and shifting explanations.
How We Win: We compare how you were treated with coworkers of other races in similar roles, and test the employer's stated reason against its own records.
Hair Discrimination in Nevada
Under Nevada law, race includes traits associated with race, including hair texture and protective hairstyles (NRS 613.310). An employer cannot refuse to hire you, discipline you or require you to change your natural hair to meet a grooming policy.
- Grooming policies: rules that ban locs, braids, twists or natural hair
- Hiring: being told to change your hair to get or keep the job
- Discipline: being written up or sent home over your hairstyle
Racial Harassment and Slurs
Racial slurs, jokes, symbols or repeated comments about your race can create a hostile work environment under Nevada and federal law. Serious conduct by a supervisor is treated especially seriously, and the employer has a duty to stop harassment it knows about.
Report It: Reporting harassment to HR in writing creates a record, and retaliation for reporting is illegal (NRS 613.340).
Federal Protection Under Section 1981
Federal law also prohibits race discrimination in employment under 42 U.S.C. 1981. Section 1981 claims generally have a longer filing period than agency complaints, apply to employers of any size and are not subject to Title VII damage caps, which can matter for small employers or when agency deadlines have passed.
What We Look For: Every law that applies to your facts, so no deadline or remedy is missed.
Unsure Whether You Have a Case?
Tell us what happened and when. We will give you an honest assessment of your rights under Nevada law.
Investigation, Aggressive Pursuit, Maximum Recovery
When you hire a race discrimination lawyer Nevada employers take seriously, your case moves through three phases.
We review your timeline, performance history, pay and the employer's stated reasons, and request your personnel file and payroll records. We identify comparators, witnesses and every deadline under Nevada and federal law.
We file your complaint with the Nevada Equal Rights Commission (NERC) or a charge with the EEOC, which can be dual filed with the other agency. After the right-to-sue notice, we file in court, adding Section 1981 claims when they help.
We negotiate from a position of strength and prepare every case as if it will go to trial. As former in-house counsel at Las Vegas Sands Corp., Milan knows how Nevada employers evaluate risk and what moves them to settle.
Nevada Workers We Fight For
As a race discrimination lawyer Nevada workers rely on, Milan represents employees across the state's largest industries, from the Las Vegas Strip to northern Nevada.
Casinos & Gaming
Dealers, cage and floor staff facing unequal discipline, promotion bias and racial comments.
Hotels & Hospitality
Grooming and appearance rules that target natural hair, and unequal shift assignments.
Warehousing & Logistics
Distribution center workers in Reno, Sparks and Las Vegas passed over or disciplined unequally.
Health Care
Nurses and staff facing racial comments, unequal scheduling or stalled advancement.
Construction & Trades
Racial slurs on job sites, unequal assignments and crew layoffs.
Corporate & Public Sector
Pay gaps, stalled promotions and restructurings that fall hardest on employees of color.
What To Do in the First 7 Days
Nevada deadlines are short, so early steps matter, and an early call to a race discrimination lawyer Nevada employees trust can protect your options. These steps protect your rights whether you still work there or have already been let go.
Write Down What Happened
Record dates, names, exact words, and who was present. Note how coworkers of other races were treated in the same situation.
Save Your Evidence
Keep performance reviews, emails, texts, photos of offensive messages, grooming policies and pay stubs you already have. Do not take confidential company files.
Report It in Writing
If you still work there, report the discrimination or harassment to HR in writing and keep a copy. Retaliation for reporting is illegal (NRS 613.340).
Call an Employee Rights Lawyer
Before signing any severance agreement or release, call (888) 785-9923 for a free consultation.
Waiting too long to take action may affect your ability to pursue a race discrimination claim. If you have experienced discrimination, harassment, retaliation, or unfair treatment because of your race, call (888) 785-9923 for a free and confidential consultation. We can help you understand your rights and potential legal options.
Evidence That Can Strengthen a Race Discrimination Claim
Strong race discrimination cases are often built on comparisons: coworkers of another race who kept their jobs, got the promotion or were disciplined less harshly for the same conduct. Racial comments, slurs or stereotypes from decision makers, grooming rules aimed at natural hair, and explanations that change over time all point to the real reason.
Performance reviews, emails, texts, schedules, pay records, the personnel file and witness accounts all help. A race discrimination lawyer Nevada courts and agencies respect organizes this evidence into a clear story for the NERC, the EEOC, a mediator or a jury.
Race Discrimination Claims and Nevada Employment Law
Nevada deadlines are shorter than many employees expect. Talk to an attorney before relying on any deadline.
Nevada Race Discrimination Claim Deadlines
| Claim | Where to file | General deadline | Source |
|---|---|---|---|
| State discrimination complaint | Nevada Equal Rights Commission | 300 days from the act | NRS 233.160(1)(b) |
| Federal Title VII charge | EEOC | 300 days | 42 U.S.C. 2000e-5(e) |
| Lawsuit after a right-to-sue notice | Nevada district court or federal court | 90 days from the notice | NRS 613.430(1)(b); 42 U.S.C. 2000e-5(f) |
| Section 1981 lawsuit | Federal court | Generally 4 years for most employment claims | 42 U.S.C. 1981; 28 U.S.C. 1658 |
Frequently Asked Questions About Race Discrimination in Nevada
Race discrimination is an adverse decision about your job, such as firing, demotion, denied promotion, lower pay or harsher discipline, because of your race, color or national origin. It also includes racial harassment that creates a hostile work environment. NRS 613.330 prohibits it at employers with 15 or more employees.
Yes. Under Nevada law, race includes traits associated with race, including hair texture and protective hairstyles (NRS 613.310). An employer cannot refuse to hire, discipline or fire you because of your natural hair or a protective hairstyle such as braids, locs or twists.
NRS 613.330 and Title VII generally apply to employers with 15 or more employees. Federal Section 1981 can still apply to race discrimination by smaller employers, so a smaller workplace does not necessarily mean you have no claim.
Generally 300 days from the discriminatory act to file with the Nevada Equal Rights Commission (NRS 233.160) or the EEOC. After you receive a right-to-sue notice, you generally have 90 days to file a lawsuit (NRS 613.430).
Either agency can accept a race discrimination complaint, and a complaint filed with one can usually be dual filed with the other. The right choice depends on your employer, your claims and your goals, so it is worth talking to a lawyer before you file.
Nevada courts can award the same relief available under Title VII, including back pay, front pay, compensatory and punitive damages, and attorney's fees (NRS 613.432). Title VII limits some damages based on employer size, but Section 1981 claims are not subject to those limits.
No. Nevada law makes it illegal to retaliate against an employee for opposing discrimination, filing a charge, or taking part in an investigation or hearing (NRS 613.340). Retaliation is a separate claim, even if the underlying discrimination is hard to prove.
Yes. We represent employees throughout Nevada, with offices in Las Vegas and Reno and free, confidential consultations in English or Spanish. Call (888) 785-9923.
Treated Differently Because of Your Race? Talk to a Race Discrimination Lawyer Nevada Trusts.
Tell us what happened. The consultation is free and confidential.
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Milan Chatterjee
UCLA Law Graduate. Former in-house counsel at Las Vegas Sands Corp. Nevada & California Bar. Founding President, South Asian Bar Assoc. of Las Vegas.