• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Tempted to enact English-only rules?

by on
in Discrimination and Harassment,Human Resources

Tempted to enact English-only rules? Talk with your attorney first. You’ll need a justifiable business reason to establish an English-only rule. Be specific about where and when English is required, such as in all matters pertaining to job performance or during all working hours except breaks. Implement a policy that does not prohibit speaking in other languages at lunch time or on breaks. Inform all employees of your policy and the reason for it. Clearly explain the consequences for breaking the rule. Also distribute a policy forbidding discrimination and harassment based on national origin.

Like what you've read? ...Republish it and share great business tips!

Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...

We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.

The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.

" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/8117/tempted-to-enact-english-only-rules "

Leave a Comment