see also Garcia v. Gloor, 618 F.2d 264, 268 (5th Cir.1980) (noting that while “[n]either the statute nor common understanding equates national origin with the language that one chooses to speak[, language may be used as a covert basis for national origin discrimination”); 29 C.F.R. § 1606.7(a) (observing that English-only policies may foster a sense of “inferiority, isolation and intimidation based on [an employee’s] national origin”). To date, however, we have addressed only a sweeping English-only policy mechanically enforced by an employer in all circumstances and at all times within the work environment; we have not had occasion to review a more tailored policy limited, like the one now before us, to specific places or times within the workplace. See Maldonado, 433 F.3d at 1307-08 (<HOLDING>). For its part, however, the EEOC, expressly
holding that a viable hostile work environment claim requires an environment that a reasonable person would find hostile or abusive holding the right of free speech is not absolute at all times and under all circumstances recognizing a hostile work environment claim under section 1983 holding that a hospitals englishonly rule which prohibited cleaning staff from speaking spanish while working in the operating room did not create a hostile work environment holding that an englishonly policy which applied at all times to all employees regardless of occupation or activity may have created a hostile work environment