We've blogged about legal translation services and the scope of the U.S. employment discrimination laws in international settings. When it comes to the use of a foreign language in the workplace, there is often a conflict between the employee's desire to communicate in their native language and the employer's desire to operate in a single language environment. When such clashes cannot get resolves, one turns to the EEOC. The EEOC's approach is to essentially strike a compromise between an employer's interests in efficient business operations while still granting cultural rights to employees in limited circumstances. So where's the line?