Intesting article in today's Deseret News. http://deseretnews.com/dn/view/0,1249,450022058,00.html?
PAGE, Ariz. — For more than 20 years, R.D.'s Drive-In has been serving burgers, fries and shakes here by Lake Powell, all in relative calm and obscurity. That changed when customers and employees began complaining that other workers were making lewd comments about them — in Navajo. Worried about losing business, the owners asked all employees to sign an agreement to speak English only, except when a customer could not understand English. "If you feel unable to comply with this requirement," the new work rule said, "you may find another job." Here's a bit from the EEOC "guidelines" with reference to English-only rules. EEOC Title VII prohibits employers from discriminating on the basis of national origin. (Notice how they weasled around using the word "race" again :-)) 1606.7 Speak-English-only rules. (a) When applied at all times. A rule requiring employees to speak only English at all times in the workplace is a burdensome term and condition of employment. The primary language of an individual is often an essential national origin characteristic. Prohibiting employees at all times, in the workplace, from speaking their primary language or the language they speak most comfortably, disadvantages an individual's employment opportunities on the basis of national origin. It may also create an atmosphere of inferiority, isolation and intimidation based on national origin which could result in a discriminatory working environment.7 (FOOTNOTE) Therefore, the Commission will presume that such a rule violates title VII and will closely scrutinize it. (FOOTNOTE) 7See CD 71 - 446 (1970), CCH EEOC Decisions 6173, 2 FEP Cases, 1127; CD 72 - 0281 (1971), CCH EEOC Decisions 6293. (b) When applied only at certain times. An employer may have a rule requiring that employees speak only in English at certain times where the employer can show that the rule is justified by business necessity. (c) Notice of the rule. It is common for individuals whose primary language is not English to inadvertently change from speaking English to speaking their primary language. Therefore, if an employer believes it has a business necessity for a speak-English-only rule at certain times, the employer should inform its employees of the general circumstances when speaking only in English is required and of the consequences of violating the rule. If an employer fails to effectively notify its employees of the rule and makes an adverse employment decision against an individual based on a violation of the rule, the Commission will consider the employer's application of the rule as evidence of discrimination on the basis of national origin. --- Mij Ebaboc ////////////////////////////////////////////////////////////////////////////// /// ZION LIST CHARTER: Please read it at /// /// http://www.zionsbest.com/charter.html /// ///////////////////////////////////////////////////////////////////////////// ==^================================================================ This email was sent to: email@example.com EASY UNSUBSCRIBE click here: http://topica.com/u/?aaP9AU.bWix1n.YXJjaGl2 Or send an email to: [EMAIL PROTECTED] T O P I C A -- Register now to manage your mail! http://www.topica.com/partner/tag02/register ==^================================================================