Administrators must be clear on anti-discrimination.

When a Kansas City principal recently suspended a teenage student for speaking Spanish outside of class with a friend, it put the entire district in the spotlight.

At the Endeavor Alternative School, a small public high school in the Turner Unified School District in Kansas City, the district rescinded Zach Rubio's punishment and stated that speaking a foreign language should not lead to suspension. The family is allegedly suing.

But a national Hispanic advocacy group is warning administrators to be clear: Even if a teacher, cafeteria worker, receptionist or bus driver discriminates against anyone based on race, ethnicity, national origin or language, the entire district--if it receives any federal funding--could be violating Title VI of the Civil Rights Act of 1964 and could lose its money.

"Nine out of 10 times, it's a rogue employee with an ax to grind about someone who speaks another language," says Raul Gonzalez, legislative director for National Council of La Raza. "For administrators, just because you have a policy doesn't mean it frees you of being accused of violating that policy because you have a lot of employees. And there is a sort of lack of seriousness in getting that message out to employees."