At a Colorado meat packing plant, 190 Muslim workers have been fired after they walked off the job to protest not being given special breaks for Islamic prayer. Some of them returned to work, but most of them are staying away, as now the Hamas-tied Council on American-Islamic Relations (CAIR) has stepped in to pressure the company, Cargill Meat Solutions in Fort Morgan, Colorado, to grant Muslim workers special privileges.
Read the chapter titled “Mosqueing the Workplace” in my book Stop the Islamization of America to better understand this de facto imposition of sharia in America. It works this way: every accommodation gives way to more demands. Everywhere American mores conflict with sharia, it is our mores that must give way.
Muslims impose their work times, their sharia on non-Muslim coworkers, and punish companies that refuse to submit. Litigation jihad is a huge industry, and American companies are being held hostage by Muslim workers.
Meat-packing plants are a favorite target of these Muslim mobs because they employ so many Muslims. Swift has suffered violent protests and lawsuits. The Tyson plant generated national controversy when it dropped Labor Day as a paid holiday in favor of the Muslim holiday Eid al-Fitr. Despite this, Tyson suffered terrorist threats that were written on the bathroom walls, saying “all Americans must die.”
Cargill is a favorite target. Despite accommodating the vast majority of Muslim daily prayer requests in specially created prayer rooms, that is not good enough — Muslims want to shut down the production line.
It is not necessary for a Muslim to pray at a certain time. These actions are merely devices with which to impose Islam on non-believers. Prayer is not required on a strict schedule, and Muslim prayers are commonly “made up” after work or school. This is true even in Muslim countries like Iran.
This is stealth jihad, as Islamic supremacists seek to impose the sharia.
Heinz, Disney, Electrolux, Wal-mart, Target, Star, et al. bent over backwards to accommodate Muslim workers, but it is never enough. There are many such cases. The EEOC is suing Star Transport for rightfully terminating two Muslims who refused to do their job and transport alcohol. If these Muslim truck drivers don’t want to deliver alcohol, then they shouldn’t have taken a job in which part of their duties would be to deliver alcohol. It’s that simple.
But no, Islamic supremacists chip, chip, chip away at the establishment clause, and in doing so, impose Islam on the secular marketplace. Take, for example, the Hertz company. Hertz bent over backwards to accommodate its Muslim workers: they have prayer rooms, prayer times, etc. They just didn’t want the Muslim workers leaving work to pray outside of scheduled break times. Mind you, they could easily pray before or after work, but no. After the initial surrender on Hertz’s part, Muslim workers began suing Hertz, charging “Islamophobia.”
This imposes Islam on everyone else — just as Muslim flight attendant Charee Stanley wanted to do when she refused to do her job and serve flight passengers alcohol. She is suing also, and Hamas-tied CAIR is working on that case as well.
Islamic supremacists see that this legal intimidation works, so they keep on resorting to it. A Muslim woman sued Boston’s Children’s Hospital after being fired for refusing to get a flu shot. If you don’t want to take the necessary steps to work in a hospital and adhere to the rules to insure the health of the public at large, then don’t work in a children’s hospital.
And in New Mexico, a Muslima sued Planet Fitness over its headgear safety rules. Obviously, headgear is prohibited in this gym because it presents a safety hazard. But people’s safety be damned. This suit mirrored the melee that ensued at a New York Playland Park when park officials adhered to their safety rules in order to keep park attendees free from harm. Muslim visitors got angry that the park was enforcing its ban on headgear by prohibiting the women from wearing their traditional head coverings on some rides.
A Muslim woman who worked as a hostess at a Disneyland restaurant sued Disney. Imane Boudlal wore the hijab, but the garment violated Disney’s dress code. Disney offered up a compromise hat for her to wear, but Boudlal refused, of course. It wasn’t about hijab; otherwise the cute cowboy hat that Disneyland offered Boudlal would have been fine (everyone on the floor at Disney wears costumes). It was about imposing Islam on the secular marketplace.
That case was similar to that of Samantha Elauf, the devout Muslima 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. That is no doubt part of the objective regarding Cargill Meat Solutions as well.
Muslims are the only immigrant group that comes to Western countries with a ready-made model of society and government (sharia) that they believe to be superior to what we have here, and they work to institute it. So this is going to keep on happening, until someone, somewhere, says, “No more accommodation. We’re going to stand up for our own principles.” American businesses should start saying that now.
Pamela Geller is the President of the American Freedom Defense Initiative (AFDI), publisher of PamelaGeller.com and author of The Post-American Presidency: The Obama Administration’s War on America and Stop the Islamization of America: A Practical Guide to the Resistance. Follow her on Twitter here. Like her on Facebook here.