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EEOC succumbs to CAIR in Nebraska Muslim Prayer case
The Chicago CAIR chapter trumpeted another ‘victory’ in a string of Muslim prayer cases brought before the federal Equal Employment Opportunity Commission (EEOC). An EEOC letter issued August 25th indicated that a Grand Island, Nebraska meatpacking firm, JBS Swift & Co wasn’t complying with federal religious worship “reasonable accommodation” guidelines. Guidelines that appear totally unclear to puzzled management and union leaders, as well as non-Muslim fellow workers frequently riled by demands of their Somali Muslim co-workers. An AP report noted:
Muslim advocates said Friday that federal officials determined a Nebraska meatpacking plant wasn't doing enough to accommodate the religious needs of its Muslim workers but stopped short of laying out specific recommendations.
The Chicago-based Council on American-Islamic Relations said the Equal Employment Opportunity Commission outlined its decision in a letter sent to the organization this week. The decision comes after a nearly yearlong investigation into conditions at the Grand Island JBS plant, where hundreds of Muslim workers walked out in protest last September because they weren't given time to pray.
"It's a favorable finding ... it's definitely a victory," said Rima Kapitan, an employment attorney who worked on the case for the council.
Company and union officials said Friday they were disappointed with the timing of the letter because they've already made progress to alleviate workers' concerns. The letter came a week into the Muslim holy month of Ramadan.
EEOC spokesman James Ryan declined comment, saying the agency is barred from publicly discussing complaints or its investigations.
The day after the Sept. 15 walkout, plant management adjusted work schedules to accommodate the Muslim workers. But that prompted a protest by hundreds of non-Muslim workers who said Muslims were given preferential treatment. Plant managers responded by ending the shift changes, saying the new break times weren't working.
The Greeley, Colo.-based company later fired 86 workers at the plant for walking off the job. It eventually hired back about a dozen.
The Council on American-Islamic Relations helped file some of the dozens of complaints with the EEOC that alleged discrimination based on religion, race and tradition or national origin. The council received the EEOC letter because of the group's involvement, said council spokeswoman Amina Sharif.
The problem is that this EEOC ruling as noted came without instructions as to how to provide reasonable accommodations to the roughly 250 Somali Muslim workers. Further it comes at an awkward moment at the start of the month long period of Muslim Ramadan observances. Last year at both the Grand Island, Nebraska and Greeley, Colorado JBS Swift & Company plants near riots broke out over shift and prayer times and workers at both plants were fired. Further, the Grand Island plant pitted Hispanic and South Sudanese Christians against Somali Muslim workers. In Greeley, it was Somali Muslims against Hispanic co-workers and supervisors.
It is this acquiescence that Coloradans Against Sharia Task Force (CAST) has protested at the Greeley JBS Swift plant on which we have reported. It is manipulation by CAIR of federal EEOC rules that have forced the issue of Somali Muslim Sharia doctrine on fellow non-Muslim workers at meat packing plants throughout the American heartland in Wisconsin, Nebraska, and Colorado. The Chicago CAIR chapter calls it ‘unlawful harrassment’; we call it “Stealth Jihad.”
Perhaps, the Delphic oracle quality of the EEOC letter in the Grand Island JBS plant case may require a federal law suit by a class of companies, unions and non-Muslim workers endeavoring to define the limits of reasonable accommodation for religious observances. Added to that are sex-segregated Muslim worship areas in work places that could constitute violations of US Civil Rights laws. Christians, Jews, Buddhists and Hindus in America hold religious observances in their own houses of worship, but not in the workplace. The EEOC issuing such administrative letters makes any workplace with Muslim workers into sex-segregated Mosques, replete with foot baths, bidets and other Sharia compliant paraphernalia.