Author: Adam W. G. Freed and Anthony J. Oncidi, Proskauer Rose LLP; Jeremy M. Mittman, formerly of Proskauer Rose LLP
When to Use
In certain workplaces, an English-only language restriction is necessary for the safe and efficient operation of the business. For such employers, an English-only policy can advance legitimate business interests without unduly restricting non-native speakers from conversing in a language of their choice at appropriate times.
Employers should consider including this policy in their employee handbooks or presenting it to employees during the onboarding process to ensure employees speak English when necessary to the welfare of the employer, its employees, and its customers. The employer should make sure that employees sign and acknowledge that they have received and understand the policy and consent to its terms.