RELIGION IN THE WORKPLACE

RELIGION IN THE WORKPLACE©

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Religious Accommodation:
A Common-Sense Response for Thinking, Reasoning, Responsible, and Civilized Employers and Managers

An Islamic proselytizing organization offers an employer’s guide to religious accommodation. Following this outrageous one-sided guideline amounts to accepting an imposition of religious, cultural, social, and political beliefs on those of us who are not Moslem

Most of us who are affected by this gross imposition are people who work hard and are honest, decent, responsible, civilized people.

The Islamist organization—see Writer’s Notes at the end of this to learn more about Islam) is a proponent of the installation of an Islamic government replacing our Constitutional republic.


One of the many ways this is effort is being done is by imposing their unfair Islamic rules on employers, a form of social conditioning, or….brainwashing beginning the establishment in our minds of the status of being subservient to Islam…..

Some companies such as Dell Computers and Whirlpool have reportedly been sued over the issue of Islamic religious accommodation where apparently misinformed and ignorant judges may have ruled against companies who are ignorant of and about Islam.


I believe that it is possible if not probable that judges who ruled against American companies failed to seek or take into consideration known and understood Islamic laws and accepted, established Islamic traditions.

I quote from a document that I obtained over the internet, produced by an organization representing religious, social, and politically totalitarian oriented Islam – and provide my opinions in italics regarding what this means and how do deal with those guidelines. At the end, I offer a couple of vignettes and some pointers.

This writer is most thankful to be in this great nation where the First Amendment to the Constitution of the United States of America guarantees the right to speak out and to express an opinion as is done herein.

An employer’s Guide to Religious Accommodation

The events of September 11, 2001 , have significantly impacted our nation. As a result of these events, our workplaces have seen an increase in tensions and incidents directed towards employees because of their religion, ethnicity, national origin and dress.


Discrimination and harassment in the office is unlawful. Employers must fulfill their responsibility to assure that all employees are protected against discrimination and harassment.


Apparently, there has been a significant increase in discrimination claims by Moslem employees against employers and co-workers in the workplace.


I suspect that many of these claims are provoked and inspired by outside sources. This activity is in itself a form of discrimination in an effort to establish obsequious dhimmitude* servile status on employers and employees. It is part of an insidious plan to create a frame of mind among non-Moslems that they are inferior to Moslems and must submit to Moslem/Islamic dominance.

An employer is required to make an effort to accommodate an employee’s religious practices or beliefs when an employee makes a request.

An employer’s refusal to accommodate is justified when the employer has made a good faith effort and can demonstrate that the accommodation would result in an “undue hardship” defined as an accommodation imposing more than a ‘de minimis’ (minimal, or very small) cost on the employer.

Most accommodation cases involve requests for rearrangement of work schedules, time for religious observations (prayer), & wearing of religious clothing or symbols. In most cases, accommodation is little or no hardship to the employer.

I believe that the rule requiring compliance applies to employers with fifteen or more employees, but this may differ in different states. Employers with fewer than fifteen employees can also find themselves responding to onerous demands for religious accommodation.

The definitions of effort and minimal or very small are an issue here. An employer needs to establish what is minimal regarding time, effort involved, budget, facilities and management, architectural and engineering requirements, financial benefit (and loss), the impact on general employee morale, inter-company relations, profits and losses, attitudes, etc. If the ‘de minimis’ cost is demonstrably significant, the employer need not comply.

A request from a Moslem can turn into a demand that can be onerous. In my opinion, it’s blackmail!

PREVENTING HARASSMENT & DISCRIMINATION BASED ON RELIGION & NATIONAL ORIGIN

As an employer you can….

To learn more about this, go to the website: http://www.malsion.biz/