If an organization enforces an "English-only" employment rule, what type of discrimination could it be found guilty of?

An organization that enforces an "English-only" employment rule could be found guilty of discrimination based on national origin. This is because such a rule can disproportionately affect individuals whose primary language is not English or who come from cultures where English is not the dominant language. Employment policies that require English-only can create a barrier for non-English speakers, leading to potential exclusion from job opportunities or a hostile work environment.

Discrimination based on national origin involves treating individuals unfavorably because of their birthplace, ethnicity, or the language they speak. This kind of rule may not only limit job performance for speakers of other languages but can also foster an environment of inequality that stems from a lack of cultural sensitivity and inclusivity. Such practices may infringe upon the rights protected under civil rights laws that aim to promote equal employment opportunity, thus placing the organization at risk of legal challenges.