I’ve been warning about this for years. You can read about it, and find tips for resisting it, in my book Stop the Islamization of America.
It is becoming increasingly difficult in this country to refuse to submit to the blasphemy laws under the sharia. These demands for accommodation are part of a very deliberate pattern to impose Islam on the secular marketplace.
A Muslim woman sued Disney. She applied to and worked for Disney sans hijab. Subsequently, she insisted on wearing the hijab despite Disney’s dress code. Disney’s strict dress, the Disney Look, has been company policy since 1957. Disney issued this statement about the case:
“Walt Disney Parks and Resorts has a history of accommodating religious requests from cast members of all faiths. We presented Ms. Boudlal with multiple options to accommodate her religious beliefs, as well as offered her several roles that would have allowed her to wear her own hijab. Unfortunately, she rejected all of our efforts and has since refused to come to work.”
Of course she did.
Disney tried to accommodate Boudlal’s demands, even designing special headcoverings for her that went along reasonably well with the “Disney Look.” But she was unmoved. American Civil Liberties Union attorney Mark Rosenbaum revealed that the suit was all about making Disney bend to Muslim demands. He said: “You never see anyone working there wear a hijab. We want those practices changed, and want training for employees and managers. It’s about getting Disney to change its policies and practices.”
In all these cases, the company bends over backwards to accommodate these supremacist demands. But that’s always taken as a sign of weakness, and accommodation gives way to more demands.
In another case in New Jersey, a Muslim woman teamed up with the Hamas-tied Council on American-Islamic Relations (CAIR) to file a complaint with the Equal Employment Opportunity Commission (EEOC). Why? Because her boss asked her to remove her hijab for safety reasons.
That was reminiscent of Samantha Elauf, the devout Muslim who sued soft porn retailer Abercrombie & Fitch because she wanted to wear the hijab. She won that case and got herself a healthy cash settlement – and Abercrombie and Fitch had to change the way they do business in order to accommodate her demands.
There is a lot of misinformation about the Muslim effort to impose Islam on the secular marketplace. At a certain point, we have to say “Enough” and stop accommodating these arrogant and aggressive demands.
“Muslim prayer rooms forced on American businesses; they’re coming, and here’s why,” by Kelly Carson, BizPac Review, August 20, 2016 (thanks to Christian):
Get ready America, it’s coming.
Expect corporate employers, and even small businesses, to bow to the religious requests of Muslim employees.
So what do they want?
“One of the main needs is prayer rooms,” Bloomberg News’ Carol Hymowitz said in a recent interview. “Devout Muslims pray as many as three times a day during the work day.”
And, she said, “They also want tolerance in terms of their dress.”
That means we’ll be seeing more women wearing a hijab, or headscarf, and men wearing prayer caps, a small, round skullcap.
“They don’t want to be wearing that and suddenly be accused of being a terrorist,” Hymowitz said.
Why is this suddenly an issue? After all, Muslims have been in America since before the birth of the United States.
Some are pointing to Republican presidential nominee Donald Trump, who has called for vetting immigrants from unfriendly Muslim nations.
“A Trump administration will establish a clear principle that will govern all decisions pertaining to immigration. We should only admit into this country those who share our values and respect our people,” Trump said earlier this month.
Others say employers fear legal repercussions if they not kowtow to Muslims.
“The value you get back from an employee who feels welcome and accommodated for their religious practices is immeasurable,” Michelle Phillips, an employment law attorney, told Bloomberg News. “If employers don’t start taking these issues seriously, and put in measures to ensure that no one is subject to harassment, we’re going to see more claims.”
Though practicing Muslims make up just 1 percent of the U.S. population, about 40 percent of workplace complaints involving religion filed last years with the U.S. Equal Opportunity Employment Commission were related to Muslims, Bloomberg said.
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