At 1% of the population, they file 40% of all
EEOC Complaints.
Guest post: Hiring Muslim refugees is legally
risky! Why? because CAIR is watching! Posted by Ann Corcoran on August 2,
2016
Editor: I’m grateful for guest
columns because as you know I am traveling for a month to visit refugee hot
spots and although the trip is beyond my wildest expectations in what I am
learning and who I am meeting, I am only disappointed that I don’t have more
time to write. This is a guest column by reader Linda and an example of the
great investigative work by Americans volunteering their time and talents
around the US!
On
June 29th this blog
described a report from Reuters that stated that the White House would be launching a
“Call to Action” to encourage American companies to commit to employing
refugees. This “call” is in collaboration with the UN and coincides nicely with
the summit on the global refugee crisis that President Obama will be hosting
during the UN General Assembly in September.
Since the overwhelming majority of refugees
who constitute the current “crisis” are Muslim, it is prudent to look behind
the veil of humanitarianism to see just what employing Muslim refugees might
entail for U.S. companies.
One very important statistic that potential
employers should be aware of is that, despite representing only 1% of the U.S.
population, people who practice Islam filed 40% of the religion-based
complaints that were filed with the U.S. Equal Opportunity Employment Commission
in 2015.
These
complaints range from allegations of denial of employment based on the religion
of the applicant, disputes regarding companies’ dress policies, failure to
accommodate the needs for multiple prayer breaks during work shifts, to general
failures by companies to provide “religious accommodation.”
A review of a U.S.
EEOC January 2016 list of “Resolved Cases Alleging Religious and National
Origin Discrimination Involving the Muslim, Sikh, Arab, Middle Eastern and
South Asian Communities” revealed some interesting data and facts that should
be of interest to all U.S. employers who might find themselves persuaded by the
hype from the White House (and by the tax incentives!).
Millions of dollars have been paid by
companies small and large as ordered by courts to resolve cases of religious
discrimination against Muslims. To cite a few of these cases: $240,000 awarded to two
employees of a transport company who refused to transport alcohol because
of their religious beliefs and were subsequently fired (the jury felt they
should have been reassigned to a less offensive shipment); $44,654 awarded to
an applicant who was not hired because she wore a hijab to her interview ($25,671
to the applicant for back pay from the job she didn’t get and $18,983 to the
EEOC for costs); several cases of employees who claimed discrimination because
they were not allowed to have beards (usually in the food industry or
healthcare); many cases of discrimination for not allowing hijabs to be worn in
the workplace; numerous cases of alleged harassment by other employees that
were not corrected or were ignored by management.
CAIR (Council on American Islamic Relations) is frequently the party
that files the claims on behalf of employees and they pressure businesses into
accommodating the most trivial of Muslim practices advocated for in sharia law. They have published An Employer’s Guide
to Islamic Religious Practices which
I encourage any potential employer to obtain. You can get it by clicking here. You will be amazed at the
accommodations you might be expected to provide such as understanding refusal
to shake hands with and avoidance of eye contact with members of the opposite
sex.
Warning to US
corporations large and small! Think long and hard about the potential
risks of employing recent Muslim refugees. It may not be worth the potential
tax breaks and good press. CAIR will be watching closely for more opportunities
to transform the American workplace through litigation.
Editor: You must have a look at CAIR’s handbook
(again click here). And, this is what I said about
my recent visit to Owatonna, Minnesota. This is creeping sharia! And,
then ‘oh my gosh’ I traveled to Owatonna, Minnesota where an aluminum window
company is being sued
by CAIR on behalf of Somalis over the issue of prayer break times. And, in what
can only be called ‘providential’ I met a woman who has followed the conflicts
involving the Somalis in Owatonna since Somalis first arrived there in
1992/93! And, guess what, that is the year the US State Department says
the first Somalis went to Minnesota! Their destination was Owatonna! Now
guess who wanted the Somali workers? This same window company now being sued!
We first heard
about these CAIR-generated lawsuits back in 2008 with the Minnesota Gold n’
Plump settlement, here.
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