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Best Practices: Crafting an English-Only Workplace Policy by Joanne Meyer Vorpahl
Porter & Hedges, L.L.P.
Houston Office
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February 28, 2009
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 document are solely the views of the author and not Martindale-Hubbell. This document 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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