Some jobs require not just bilingual ability, but fluency in a particular language other than English. Hiring for that specific skill isn’t discrimination.
Recent case: Hamida worked as a social worker for the Illinois Department of Human Services. When budget cuts required layoffs, Hamida was among those who lost their jobs.
She sued, alleging that she had been passed over for a job that required foreign language proficiency, and that she spoke two foreign languages, including Farsi and Darai.
The department explained it selected a less-senior social worker who speaks Spanish because it needed a fluent speaker of Spanish, not just any language.
The court threw out the case, citing the irrational argument Hamida put forth—essentially that any second language was good enough for the bilingual position. (Naficy v. Illinois Department of Human Services, No. 11-2144, 7th Cir., 2012)
- Crack down on supervisor harassment with tough policy, prompt corrective action
- New pension law creates extra duties, questions for HR
- Employee acting as own attorney only gets some leeway
- Easy come, easy go: Political appointees have little room to blame firings on bias
- Subjective fear of discipline no reason to quit