Language Discrimination at Work Why are employment policies only in English? Is it discrimination when employment policies are only posted in English versions? Can an employer refuse to provide employment policies in other languages, such as Spanish? Do you believe that your employer is discriminating you and other employees based on your language? If you believe that you are suffering from language discrimination, you might have grounds to take action against your employer; specifically, you might have grounds to take action against your employer for national origin discrimination.

If you would like to learn more about your rights to take action against your employer after you suffered language discrimination, do not hesitate to seek legal assistance as soon as possible. The knowledgeable language discrimination lawyers at California Labor Law Employment Attorneys Group are ready to provide you with the information that you need. California Labor Law Employment Attorneys Group is an employment law firm with many years of experience handling a variety of employment claims, such as language and national origin discrimination employment claims. If you would like to discuss your current situation with the experts at our law firm, do not hesitate to contact our law firm as soon as possible.

Is Language Discrimination a Real Thing?

Can you really be discriminated based on your language? Odds are that, if you are a native English-speaker, you have never experienced any form of language discrimination. If you are an English-speaker who has never had the need to speak another language, or learn another language, because either everyone else speaks the same language or you have the information that you need available in English, you might have doubts about the validity of language discrimination.

In fact, language is not a personal characteristic that is specifically protected by federal and state employment laws; therefore, it is normal for some people to be skeptical. Although language is not listed as a protected personal characteristic under federal and state law, language is usually covered under the protected personal characteristic of national origin. If your employer treats you and other employees with the same or similar national origin different than other employees simply because of the language you speak, you might have grounds to pursue a claim against your employer. For more information, do not hesitate to contact our law firm at your earliest convenience.

The Importance of Language Inclusivity in the Workplace with Multiple Nationalities

Under specific laws, employers are required to post notices of employment laws/regulations throughout the workplace. Some of these laws require employers to post these notices in languages other than English – in other words, workplaces in which a significant portion of the workplace cannot read or speak English are required to make important notices available in other languages. Why is this so important? By providing essential information in multiple languages, employers ensure that all their employees have access to the same information. For more information on the importance of employment information being available in languages other than English, do not hesitate to contact our experts as soon as possible.

The Employment Policies that must be displayed in the Workplace

The Employment Policies that must be displayed in the WorkplaceWhat information should be displayed in other languages besides English? If a significant portion of employees speaks languages other than English, employers should aim to display important employment information in multiple languages. For instance, if most employees only speak Spanish, important information should be available in the Spanish language.

Language discrimination is a real issue: Here’s how to avoid it?

Consider the following employment information that should be posted in languages other than English:

  • Federal minimum wage
  • The Family and Medical Leave Act
  • Employee Polygraph Protection Act

Depending on the specific industry, other information should be displayed. For example, in government contracts, there should be information regarding the following: Service Contract Act/Walsh-Healy Public Contracts Act; Davis-Bacon Act; displaced employee rights on successor contracts; paid sick leave for federal contractors. In agricultural employment, employees should have access to the following: Migrant and Seasonal Worker Protection Act; Agriculture under the Fair Labor Standards Act; employee rights under the H-2A Program. These are all federal employment laws. Without a doubt, Californian employment laws should also be displayed in languages other than English.

Besides these laws, specific policies that are unique to each workplace should also be available in multiple languages. This might include attendance policies, tardy policies, uniform policies, dress code policies, and conduct policies, for example.

For more information about the employment policies that should be available in workplaces, do not hesitate to seek legal assistance as soon as possible. Our employment attorneys are ready to provide you with all the information that you need to file a claim and take action against your employer.

Options after suffering Language Discrimination

What are your options after suffering language discrimination in the workplace? As mentioned above, language discrimination is considered to be national origin discrimination. Therefore, you have the right to pursue a discrimination claim. Consider the following points:

  • You could pursue a claim through the Equal Employment Opportunity Commission (EEOC). The EEOC is the federal employment agency that oversees employment laws on the federal level.
  • You could pursue a claim through the Department of Fair Employment and Housing (DFEH). The DFEH is the state employment agency (in California) that oversees employment laws.
  • You could pursue a civil lawsuit against your employer after receiving the right to sue from the EEOC or DFEH.

For more information about your options after suffering language discrimination in the workplace, do not hesitate to contact the lawyers at California Labor Law Employment Attorneys Group as soon as possible. Our experts are ready to provide you with the guidance that you need.

Your Right to Recover Compensation

What could be the result of taking action against your employer? If you pursue a claim through the DFEH or EEOC, you might be eligible to recover lost pay, out-of-pocket expenses, damages for mental/emotional distress, attorney’s fees/costs, and punitive damages, for example. You could also be hired, reinstated, or provided with reasonable accommodation, for example. Depending on the details of your situation, your claim might also result in policy changes or training, for instance. These are the potential results of claims through the EEOC or the DFEH.

What could you recover if you file a civil lawsuit against your employer? How much compensation could you receive? What type of compensation could you receive? Although every language discrimination claim is different, you might be eligible to receive compensation for all or some of the following:

  • Lost income
  • Lost benefits
  • Pain and suffering
  • Punitive damages

Regardless of the specific details of your claim, you could be certain that the lawyers at California Labor Law Employment Attorneys Group will fight for your right to recover the highest amount of compensation available for your claim. If you would like to discuss the specific type and amount of compensation that you are eligible to recover, do not hesitate to contact our law firm at your earliest convenience. Our lawyers are ready to provide you with the information that you need to better understand your right to recover compensation for your claim.

Contact California Labor Law Employment Attorneys Group Today

If your employer has failed to provide employment law and policy information in your language, you might have grounds to file a language discrimination claim against your employer. For more information about your right to pursue a language discrimination claim after your employer failed to provide you with employment law and workplace policy information in your language, do not hesitate to contact the experts at California Labor Law Employment Attorneys Group as soon as possible. The experts at California Labor Law Employment Attorneys Group have many years of experience handling a variety of employment claims, such as language discrimination and national origin discrimination, for example. If you would like to discuss your claim with our lawyers, contact our law firm as soon as possible.

Our firm offers both free consultations and free second opinions. During these free legal services, our experts will be available to answer your questions, address your concerns, and provide you with all the information that you need to pursue your claim. It doesn’t matter whether you want to start your claim or you want to redirect your claim after it was affected by an incompetent lawyer; you could be certain that our language discrimination attorneys are ready to provide you with the information that you need to reach a successful claim outcome. If you would like to schedule a free consultation or free second opinion, contact our law firm today.

The free legal series mentioned above are available as part of our Zero-Fee guarantee. Our Zero-Fee guarantee ensures that our clients never have to worry about paying any expensive upfront legal fees. Our law firm is also based on contingency; therefore, our clients will not be required to pay any legal expenses until reaching a successful claim outcome. To schedule a free consultation or a free second opinion, do not hesitate to contact our law firm and request to speak with our attorneys.

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