Employment Fluency Test

In a nation as diverse as ours, sensitivity to issues such as national origin and ethnic background is increasingly vital in the workplace today. Discrimination on the basis of national origin or ethnic background is not only illegal, it is emotionally and psychologically harmful. In addition to the personal grief caused by such harassment, it can make others in the workplace uncomfortable and compromise everyone's ability to work efficiently.

Discrimination based on a person's nationality can take the form of language fluency tests. When workers' language abilities do not interfere with their ability to fulfill the needs of a job, testing their fluency can be a form of discrimination by national origin.

If you believe that you or a loved one has been a victim of such discrimination, call the Houston language fluency discrimination attorneys of the Ross Law Group at 713-482-6910.

Acceptable and Prohibited Actions

Anyone who has attempted to learn a second language understands first-hand the difficulties presented by the language barrier. Even after acquiring enough of a language to fulfill the needs of a job, many everyday activities can be made extremely difficult by the lack of specialized vocabulary. For example, a foreign doctor may be able to discuss health issues with patients in great detail, but may find it difficult to ask questions about menu items in a restaurant.

Most lines of work do not demand a high degree of fluency. There are a few situations in which lack of fluency in English can be an issue, however. Jobs that require extensive communication about a range of specialized issues, such as teaching or customer service positions, can be made more difficult by lack of fluency. For positions like those, testing an employee's fluency may be justifiable.

In most other situations, however, employees with an adequate command of the English language should not be singled out because of their background. It is extraordinarily difficult to acquire a strong command of another language, even if you speak it well enough to do your job. Everyone in the workplace should be sensitive to these needs.

Discrimination on the basis of language skills is a type of national origin discrimination and should be taken very seriously. Employers who unfairly discriminate on the basis of language skills can be held responsible for their deeds. If you or someone you love has been the victim of discrimination, our Houston language fluency discrimination lawyers may be able to help.

Contact Us

The experienced Houston employment fluency test lawyers of the Ross Law Group are here to help you. To discuss your case, contact us today by calling 713-482-6910.