{"id":3503,"date":"2010-07-21T11:17:45","date_gmt":"2010-07-21T15:17:45","guid":{"rendered":"https:\/\/old.visionpayroll.com\/kb\/?p=3503"},"modified":"2010-07-22T11:33:13","modified_gmt":"2010-07-22T15:33:13","slug":"tip-of-the-week-english-language-in-the-workplace","status":"publish","type":"post","link":"https:\/\/old.visionpayroll.com\/kb\/2010\/07\/tip-of-the-week-english-language-in-the-workplace\/","title":{"rendered":"Tip of the Week: English Language in the Workplace"},"content":{"rendered":"<div class=\"img alignleft size-thumbnail wp-image-3504\" style=\"width:150px;\">\r\n\t<a href=\"https:\/\/old.visionpayroll.com\/kb\/wp-content\/uploads\/2010\/07\/EEOC-Chair-Jacqueline-A.-Berrien.jpg\"><img src=\"https:\/\/old.visionpayroll.com\/kb\/wp-content\/uploads\/2010\/07\/EEOC-Chair-Jacqueline-A.-Berrien-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" \/><\/a>\r\n\t<div>EEOC Chair Jacqueline A. Berrien<\/div>\r\n<\/div>While many employers have implemented English-only workplace policies, employers need to apply\u00a0their rules appropriately in\u00a0ways that avoid unfair discrimination claims.<\/p>\n<p>Tennessee has enacted a new state law authorizing employers to impose an English-only workplace policy as long as it\u2019s justified by a legitimate business purpose. The statute says that such a policy is not discriminatory under Tennessee law. Federal courts and the <a href=\"http:\/\/www.eeoc.gov\/\" target=\"_blank\">US Equal Employment Opportunity Commission (EEOC)<\/a> have found such policies to be unlawfully discriminatory on the federal level. There are some situations in which the <a href=\"http:\/\/www.eeoc.gov\/\" target=\"_blank\">EEOC<\/a> has said that business necessity justifies an English-only policy.<\/p>\n<p>To learn more about these situations, which businesses are impacted, and steps employers should take before implementing an English-only policy, be sure to listen to <em>English Language in the Workplace<\/em> in this month\u2019s <a href=\"https:\/\/www.visionpayroll.com\/index.php?id=29\" target=\"_blank\">HRCast<\/a>, a recording provided by our team of HR Pros and available exclusively on <a href=\"http:\/\/visionpayroll.myhrsupportcenter.com\/\" target=\"_blank\">MyHRSupportCenter<\/a>.<\/p>\n<p>Visit <a href=\"http:\/\/visionpayroll.myhrsupportcenter.com\/\" target=\"_blank\">MyHRSupportCenter<\/a> regularly, not only for our <a href=\"https:\/\/www.visionpayroll.com\/index.php?id=29\" target=\"_blank\">HRCasts<\/a>, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven\u2019t yet signed up and would like a free trial of <a href=\"http:\/\/visionpayroll.myhrsupportcenter.com\/\" target=\"_blank\">MyHRSupportCenter<\/a>, contact <a href=\"mailto:info@visionpayroll.com\" target=\"_blank\">Vision Payroll<\/a> today.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>EEOC Chair Jacqueline A. Berrien While many employers have implemented English-only workplace policies, employers need to apply\u00a0their rules appropriately in\u00a0ways that avoid unfair discrimination claims. Tennessee has enacted a new state law authorizing employers to impose an English-only workplace policy as long as it\u2019s justified by a legitimate business purpose. The statute says that such [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[1316,398,410,53,958,28],"_links":{"self":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/3503"}],"collection":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/comments?post=3503"}],"version-history":[{"count":6,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/3503\/revisions"}],"predecessor-version":[{"id":3748,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/3503\/revisions\/3748"}],"wp:attachment":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/media?parent=3503"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/categories?post=3503"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/tags?post=3503"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}