A nursing home instituted an English-only policy for its employees. Latino employees were disciplined for violating the policy. Is the policy void on its face, or are some English-only policies acceptable under the law? Does the policy’s legality depend on the type of conversation involved (i.e., whether the employee is speaking to customers or speaking to co-employees on a break)? Does the policy’s legality depend on how it is enforced (i.e., Spanish-speaking employees disciplined but those speaking other foreign languages were not disciplined)? [EEOC v. Skilled Healthcare Group, Inc., C. D. Cal., settled in 2009; www.eeoc.gov/eeoc/newsroom/release/4-14-09.cfm.]