Best Practices: Crafting an English-Only Workplace Policy

by Joanne Meyer Vorpahl View Biography
Porter & Hedges, L.L.P. View Firm Credentials
Houston Office

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April 29, 2008

Previously published by LexisNexis® Martindale-Hubbell® Counsel to Counsel Magazine on May 2008

Situation: While an English-only rule can and should raise discrimination concerns, federal law does allow employers to implement such policies when they are narrowly tailored to address a specific business necessity, such as a company's safety or customer service requirement.

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The views expressed in this article are solely the views of the author and not Martindale-Hubbell. This article is intended for informational purposes only and is not legal advice or a substitute for consultation with a licensed legal professional in a particular case or circumstance.

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Best Practices: Crafting an English-Only Workplace Policy

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