Under compulsion from his employer, Mohammed is compelled to adopt the name "Antoine"; he intensifies efforts to make his employer publicly denounce this coercion.
For two decades, Mohamed Amghar, a salesman, found himself forced to use a different first name at work to keep his job. After leaving the company, he took them to court and won in civil court.
When first applying to the company where he stayed for twenty years, Mohamed didn't anticipate the unusual demand. He explains to Le Parisien that this 40-year-old salesman, father of three, successfully completed the recruitment phase. However, his soon-to-be superior asked him to change his first name. He would no longer be Mohamed, but Antoine.
"There was anger and shame," he recalls, but he decided to accepted the job anyway. No explanation was given, but he suspected his first name didn't allow for "calling, prospecting (...) under the name of Mohamed." He considers this as "racism and discrimination." Yet, for many years, Mohamed stayed in his company and even collected rewards for his good work. However, almost all of them were awarded in the name of Antoine.
Rejected once in 2022, Mohamed finally won his case in 2023. The appeals court ruled that the company Intergraph France was guilty of discrimination, moral harassment, and violation of privacy. Intergraph France was ordered to pay Mohamed €30,000 in damages and interest.
It's worth noting that returning to a former company after winning a discrimination lawsuit can be complex and challenging. Here are some steps and considerations for an employee like Mohamed:
- Legal Consultation: Seek advice from a legal professional who specializes in employment law. They can provide guidance on the terms of the settlement or judgment and any legal implications of returning to the former employer.
- Review Company Policies: Assess whether the company has made significant changes in its policies or practices regarding discrimination and employee rights. This could indicate a shift towards a more inclusive environment.
- Negotiate Conditions: If considering returning, negotiate specific conditions that address past grievances, such as a safe working environment, fair compensation, and a clear anti-discrimination policy.
- Psychological Readiness: Consider whether returning to the workplace could be emotionally challenging. It's important to feel prepared to face past coworkers and supervisors and to have support systems in place.
- Alternative Options: Explore other job opportunities that may offer a more positive work environment and better alignment with personal values.
Ultimately, the decision to return to a former employer after a discrimination lawsuit should be based on careful consideration of personal, legal, and ethical factors.
Mohamed Amghar, the former salesman, might find it beneficial to seek advice from a legal professional specializing in employment law regarding the possibility of returning to his previous company, Intergraph France, after his successful discrimination lawsuit. In assessing the company's policies and practices, Mohamed may observe changes that indicate a shift towards a more inclusive work environment. If he decides to rejoin, he should negotiate specific conditions to address past grievances, such as a safe working environment, fair compensation, and a clear anti-discrimination policy. To ensure emotional preparedness, it's essential for Mohamed to have support systems in place. On the other hand, Mohamed might want to explore alternative job opportunities in business, finance, lifestyle, relationships, education-and-self-development, general-news, or sports sectors that offer a more positive work environment and better alignment with his personal values.
