Thread: Does anybody know?

National Origin Discrimination
It is illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group.
A rule requiring that employees speak only English on the job may violate Title VII unless an employer shows that the requirement is necessary for conducting business. If the employer believes such a rule is necessary, employees must be informed when English is required and the consequences for violating the rule.
The Immigration Reform and Control Act (IRCA) of 1986 requires employers to assure that employees hired are legally authorized to work in the U.S. However, an employer who requests employment verification only for individuals of a particular national origin, or individuals who appear to be or sound foreign, may violate both Title VII and IRCA; verification must be obtained from all applicants and employees. Employers who impose citizenship requirements or give preferences to U.S. citizens in hiring or employment opportunities also may violate IRCA.

Additional information about IRCA may be obtained from the Office of Special Counsel for Immigration-Related Unfair Employment Practices at 1-800-255-7688 (voice), 1-800-237-2515 (TTY for employees/applicants) or 1-800-362-2735 (TTY for employers) or at http://www.usdoj.gov/crt/osc.
I would not worry . if they are that pushing they will break some work place rules and if I am correct can be fired for breaking rules or not doing there job or - when a tree grows to fast it falls over be street smart. just watch evrything they do - they act like they are asking for it

Originally Posted by cayla99

Originally Posted by MountainDog

Cayla, didn't your hubby put up signs one time in gaidhlig?

yes he did. The duty lists. That was over a year ago. It looks like the schedule and duty lists might be in Irish again real soon.

Gle mhath!

I think this is the telling paragraph in the EEOC text:

"If an organization decides to implement an English-only rule, it should always be able to justify it by showing its business necessity. According to EEOC guidelines, business necessity would justify implementing an English-only rule under the following circumstances: (1) to enable supervisors who speak only English to properly monitor job performance; (2) to promote safety in emergency situations; (3) to promote efficiency when multi-lingual speakers collaborate on work projects with English-only speakers; and (4) to promote customer relations when speaking with English-speaking.

Food safety is primary for many reasons. Our son is a chef in a fine dining restaurant. You must be able to tell them what must NOT go into an order for the fear of allergic reactions which can cause death. There must be safety at all times in regards to serving HOT foods to customers, and fire in the kitchen. Even scalding water in the washing areas must be able to communicate with workers for ALL employees safety including the manager.