What rules should employers keep in mind concerning English-only policies?
The first important rule is that if an employer requires the use of the English language at all times and at all places in the workplace, such a rule will be presumed discriminatory and invalid. The second important rule holds that if the employer’s English-only policy is limited to working times, as opposed to meal and break times, and working areas, as opposed to the lounge, rest, snack or cafeteria areas, then the policy may be upheld by the courts, but only if the employer can demonstrate a reasonable and legitimate business purpose for mandating the limited use of the English language only. The courts have supported a variety of employer justifications for implementing English only. Some examples of business needs for such a policy are ensuring safety and security, preventing accidents, promoting effective communication, enhancing product or service quality, allowing managers and supervisors to more effectively perform their functions, responding to customer preferences for those
