ABC-7 Listens: Are English-Only Workplaces Allowed?
EL PASO, Texas — Many of us living in the Borderland can speak both Spanish and English. Some are more fluent in one than the other. But is not allowing one of those languages to be spoken in the workplace discriminatory?
ABC-7 spoke with two concerned Spanish speakers about the environment in their former workplace. They say they were not allowed to speak Spanish at work, but no explanation was given as to why.
“We just said ‘what happened’ but I said it in Spanish,” said one woman who was fired from PRIDE Industries in El Paso. She didn’t want to reveal her identity for personal reasons unrelated to this story.
“And I was told…it was an English-only environment. Speaking Spanish shouldn’t even be a priority. Our priority should be taking care of the GIs and the buildings.”
PRIDE Industries employs people with disabilities and has contracts throughout the city including one with Fort Bliss. The woman and another former employee told ABC-7 they were no longer allowed to speak Spanish when new management took over the company.
“Some lady came out saying that if we can lower down our tone of voice and to not be speaking that kind of language inside the office,” said Frank Stevens, also a former employee with the company.
We spoke with PRIDE Industries marketing and communications manager and she says the company does not have a policy which excludes languages in the workplace. Audrey Farrington says the company does ask that employees who do business with the government or work involving contracts be able to speak English.
According to the Equal Employment Opportunity Commission an employer can adopt English-only rules, but only under certain nondiscriminatory circumstances, like promoting safety and efficiency.
“The employees need to understand what the rules are and what the consequences are for breaking those rules. And the company can make that clear in whatever way works,” said EEOC trial attorney Tish Dominguez.
She said a person has 300 days from when the incident occurred to report the discrimination to the EEOC. But after that it’s too late to investigate.
