Race/Sex/Religion Discrimination  Articles

English Only Rules Must Be Justified by Business Necessity

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            According to EEOC guidelines, an employer may impose an “English only” rule where it is adopted for non-discriminatory reasons, and is justified by business necessity or safety concerns. An employer may not prohibit employees from speaking another language during break periods, or when the language being spoken does not make a difference in job performance. Doing so may be evidence of national origin discrimination.

OFCCP Finalizes Internet Applicant Definition

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      On October 7, 2005 the Office of Federal Contract Compliance Programs (OFCCP) published its final rule regarding job applicants who use the internet or other electronic means when applying for a position. 70 FR 58946.


 

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