I would suppose, John, that the answer you seek could be found from your local labor department for definitive answers.
A quick google search did come up with this link for me. http://http://www.eeoc.gov/facts/qanda.html .
- 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.
Above all, Please let us know what you find out. Then Everyone knows!
Thanks for posting!
In reviewing your post, Joleen is correct. The Federal Equal Employment Opportunity (EEO) Laws prohibits employment discrimination based on race, color, religion, sex, age, disability, national origin, etc. The website that Joleen posted is a great start to finding all the laws surrounding Equal Employment Opportunity. In taking a quick browse through the page, it outlines the laws protecting applicants, discriminatory practices, how to file lawsuits, etc.
I would also look into Equal Employment Opportunity Compliance. Many industries require that there is some form of these rights available to associates to be able to read and understand.
Hope this information helps.
I wonder if your customers request it what would happen.
I certainly get aggravated when I call tech support and can't understand the person on the other end. That fact that they usually don't know anything is secondary really.
I think points 5-9 are a bigger problem. They should not be doing any of those things, like stealing or fraudulent claims. I guess if the English Speaking issue can be your "out" then I would try it that way, but if they are doing the rest of those things, that should be enough to cut ties. Good luck, hope it works out for you.
I am a general Contractor that uses sub-contractors for roof installations. Most of the subs in this business are Hispanic.
I have decided to go to 100% employees that are English speaking USA citizens for the following reasons
- The average hispanic has no regard for personal safety and are very resistant to following OSHA fall protection protocol without intense in your face supervision
- While they may be fast, they will cut corners every chance they get so quality is a constant struggle...I can only expect what I Inspect...Inspect each and every day
- They often think it is there right to steal materials which costs me, on average, more than $300.00 per job
- They all refuse to learn English
- They often refuse to clean up the jobsite without constant "in your Face" supervision
- They often cheat on Worker's comp insurance.
- Who knows if they really are who they saay they are?
- Most do not have valid Driver's License or car insurance.
- They no longer workcheap as they cost more than employees would evening after paying payroll taxes and a Worker's Comp rate of 50.2% of payroll.
I have two questions:
- Is it discrimination to hire only English Speaking USA citizens? I could easily implement a written and vocal English Proficiency test if need be. I don't care what color, religion, orientation they are. More than half of my existing empoyees are minorities.
- Are their any incentive programs from any government agencies that may be available?
Thanks for your help.