Ask HR: What Resources Are Available for Helping Workers Learn English?

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. 

Do you have an HR or work-related question you'd like him to answer? Submit it here.

We recently hired a few foreign refugees in our shop. Many of them speak little English and require those who speak better English to translate. We are glad to have them and they do great work, but the language barrier can sometimes slow work down or create confusion. How can we help them with their English-speaking skills? Is there a program or resources available in our state (Virginia)? —Wendy

Johnny C. Taylor, Jr., SHRM-SCP: Seeking ways to help your new employees improve their English-speaking skills, fostering better communication and reducing barriers in the workplace is commendable. Here are some resources and programs, including local options in Virginia:

• Career One Stop Program (U.S. Department of Labor): This program provides free basic skills courses in partnership with public schools, libraries and community organizations throughout the U.S. It's a nationwide initiative offering valuable resources for language development.
• National Immigration Forum: This organization has worked with employers to offer live instruction and virtual English language training programs. Exploring its offerings may reveal solutions for your employees.
• U.S. Department of Education's Office of English Language Acquisition (OELA): OELA offers courses and resources for individuals looking to learn English. Their materials could be beneficial for your employees in improving their language skills.
• Local nonprofit organizations: Many nonprofit organizations in Virginia provide English classes to immigrants and refugees. You can explore directories of English as a Second Language (ESL) or English for Speakers of Other Languages (ESOL) classes provided by these organizations.
• Virginia Workforce Connection (VAWC): Check with VAWC for tools and resources it offers to employers. It may have information on language programs or resources to support your employees.
• Colleges and universities: Numerous colleges and universities in Virginia offer ESL or ESOL classes. They may provide in-house or virtual training opportunities. Reach out to them to explore potential collaborations for language skill development.

Encourage a supportive environment within your workplace by pairing bilingual staff with employees who are not proficient in English. When learning a new language, employees need to build confidence to apply what they know and must feel free to make mistakes. Working with someone who has gone through the process can help put the learners at ease.

Remember, learning a new language is a gradual process, and patience is key. Using translation services and hand gestures and fostering a supportive workplace culture will contribute to your employees' success in improving their language skills. Your efforts will be appreciated and enhance communication and more robust team dynamics. Consider sharing this information on your social networks to broaden the reach of potential language-learning resources.

After semi-retiring from a job I had for 22 years, I applied to be a consultant for one of my former company's clients. They are all people with whom I have had working relationships. However, during the recruitment and hiring process, they required a credit check as part of a routine background check. Now, this position does not have any financial responsibilities associated with it. Are employers allowed to evaluate my credit as part of the hiring process? —Mario

Johnny C. Taylor, Jr., SHRM-SCP: I understand your concern about the credit-check requirement during the hiring process for a consultant position, especially one without financial responsibilities. When examining your situation, you will want to understand federal policies and your local regulations.

Currently, no federal laws prohibit employers from conducting credit checks on applicants. However, the Fair Credit Reporting Act (FCRA) outlines how employers can use such information. According to the FCRA, credit checks should be relevant to identifying responsible and reliable employee attributes. An applicant's financial condition may not be directly relevant for positions without financial responsibilities.

The Equal Employment Opportunity Commission emphasizes that employers should not discriminate against applicants based on protected characteristics. For instance, credit-check procedures should not disadvantage candidates in specific protected categories such as race, religion or sex. Additionally, employers may need to make exceptions to credit-check requirements for candidates with disabilities that prevent them from meeting the credit standards.

Some states have laws regarding credit checks, with a few prohibiting the practice entirely, except in limited circumstances. I recommend checking with your state's labor department for specific information on state regulations.

If you have concerns about the necessity of the credit check for a consultant position without financial responsibilities, consider reaching out to the employers' recruiting teams for clarification. They can provide insights into the rationale behind the credit-check requirement and address any specific questions or concerns you may have. Open communication with the recruiting teams can help ensure the hiring process is transparent and address discrepancies between job requirements and evaluation criteria.

I hope your career transition is successful.