Sep 17 2014
EMPLOYERS BE WARNED: Muslims will trick you by not wearing an Islamic headbag/hijab to the interview, then after being hired, show up for work the first day wearing the headbag and threaten to sue if they are told to remove it because it violates the company’s dress code, often for safety reasons.
KCET CASE IN POINT: A young Muslim woman applies for a position at a beauty supply store without wearing her headbag. Once she’s hired, she starts her first day of work with the headbag covering her hair. “Take the headbag off or go home,” the woman’s supervisor says, in front customers and coworkers.
After explaining her religious beliefs and the significance of headbag to her manager — an expression of devotion to God and symbol of modesty and privacy expressed through religious dress in Islam — she is still sent home. After threatening litigation, she is allowed to keep her job and continue wearing her hheadbag, the young woman sees a cut in work hours, and is assigned to work in the back of the shop.
This is just one of the examples of workplace discrimination Muslims face, as listed in the Muslim Brotherhood Hamas-linked CAIR (Council on American-Islamic Relations’) newest report on Muslim civil rights in California. CAIR’s California offices received 933 complaints from the American Muslim community last year. The organization’s Los Angeles branch received 444 complaints, the highest of all CAIR California offices.
Despite a 2012 California law prohibiting religious discrimination in the workplace, many Muslims described instances of a hostile work environment, alleging harassment about terrorism, politics or religion, retaliation and wrongful termination, and failure to accommodate religious practices, such as wearing hijab, growing facial hair or taking prayer breaks during the day. Employment discrimination composed the highest number of complaints in the report, at 15 percent.
Under the California Workplace Religious Freedom Act, an employer must reasonably accommodate the religious beliefs and observances of an employee, unless doing so would cause “undue hardship.” The threshold for undue hardship in California is higher than federal requirements requiring employers to show “de minimis” or moderate hardship.
The state’s law also diverges from federal law by expanding the meaning of “religious observance” and “religious belief” and specifically extending protections for religious dress and grooming practices. (Yet, even that isn’t enough to satisfy the CAIR Muslim supremacist litigation jihadists)
Fatima Dadabhoy, a civil rights attorney with CAIR’s L.A. chapter, believes California’s law is a step in the right direction, but wonders whether it is enough to prevent future cases of discrimination.
“California has strengthened its employee rights laws,” Dadabhoy says. “But that’s not a federal fix, and you can’t just put people in the back room.” (Yes, they can)
And while these legal protections exist, part of the problem of ensuring corporations and organizations comply with the law lies in lack of awareness of obligations and the extent of rights of employees, says Brie Loskota, managing director of the Center for Religion and Civic Culture at USC. Some see requests for legally protected religious accommodations as requests for “special rights,” she adds.
“Muslims need to ask for time off to fulfill their religious duty of congregational prayer on Friday afternoons, a regular workday in the United States. Christians seeking to fulfill their same religious duty generally do not have to ask for accommodation because Sunday is not a regular work day.”
The moral is never hire a Muslim in the first place!
MORE REASONS NEVER TO HIRE A MUSLIM