The EEOC’s guidelines hold that broad English-only rules applied at all times are:​
a. presumptively discriminatory​
b. ​presumptively non-discriminatory
c. ​valid, if an employer can show a business necessity for a broad-cased, all-time ban on other languages
d. ​invalid, because the employer can never show a business necessity for a broad-based, all-time ban on other languages