Language Policy
Policy on Non-Discrimination Regarding Language Spoken in the Workplace
I am taking this opportunity to reaffirm the University's policy on language spoken in the workplace. The need for this clarification has been revealed by charges of discrimination filed with the Equal Employment Opportunity Commission (EEOC), by the American Civil Liberties Union (ACLU), and Mexican American Legal Defense and Education Fund (MALDEF) on behalf of AFSCME and individual UCSF employees.
The policy of the University of California and of UCSF is clear, and in concert with Federal EEOC guidelines which state that prohibiting employees from speaking their native language in the workplace constitutes discrimination. It is the University's policy to comply fully with these guidelines, and employees are free to speak their native languages to their co-workers and friends if they wish to do so.
Effective immediately, any existing policy, practice or custom, whether formal or informal, requiring employees to speak to their co-workers in English shall be terminated.
No employees may be disciplined for speaking in the language that is most comfortable. Oral reprimands or the suggestion that employees speak English as a "courtesy" will be a violation of campus policy. Any employee who violates this policy may be subject to disciplinary action.
Further, employees have the right to request review of their personnel file in order to have written warnings, counseling memos or other documentation related to English-only rules removed. No employee shall be subject to retaliation for requesting review of his/her file or for objecting to an English-only rule.
Questions or complaints should be directed to the Affirmative Action Office and/or to the appropriate labor union if the employee is covered by a collective bargaining agreement. Also, any employee may contact the EEOC at (415) 625-5600 for assistance.
In the future, any department which wishes to establish an English-only policy must submit to the Affirmative Action Office a formal request for approval on a questionnaire that may be obtained from that office. The circumstances under which such a policy will be approved are extremely rare and are limited to those which are a true business necessity. Justification such as "Supervisors cannot understand what their workers are saying," "English-speaking employees suspect that non-English speaking employees are talking behind their backs," and "The policy will enhance public image," are not sufficient.
Thank you for continuing to make our campus a hospitable environment in which to work.
Julius R. Krevans, M.D. Chancellor (Oct. 9, 1989)
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