Religion is a personal decision. It should be left to personal time.
Clerics have said that prayers can be put off until later in the day. Of course they have also said that carrying alcohol in cabs and ringing up bacon at checkouts does not violate any rules of the Koran but the Somalis would rather act the victim and make demands.
I guess they haven't heard that "when in Rome" thingie.
pig/dog | Homepage | 06.16.08 - 8:08 am | #

Listen...I don't know what you all are thinking...

Everyone of these Somali have the RIGHT to wear whatever flowing robes they want in the work place. It is their right to have these robes sucked into the heavy machinery they have been hired to operate, and they have a right to sue the living shit out of the company they are working for for not properly protecting them from the robe sucking machines.

THIS is the Minnesotian way...don't c'ya know?
Brent | 06.16.08 - 8:59 am | #

So the EEOC suit was filed in 9/07.

What's happenes since?

I don't think that suit has a snowball's chance in hell.
Ed Salden | 06.16.08 - 10:33 am | #

Not a chance. Next thing you know we'll be extending civil rights to enemy combatants. It'll never happen!
Kermit | 06.16.08 - 10:44 am | #

Uh, actually according to Federal Law, breaks have to be given when religious practice interferes with a work day. When I was managing a Caribou, way back in the day, I had to give someone time off to attend Ash Wednesday Mass---the kicker was that I didn't have to pay them for it. I covered their absence, they came back to work once they were done with mass, they clocked out, clocked in, and all was right with the world. My understanding of the law (and my boss' understanding) was that I could not force the kids who worked for me to work on Sundays if they had asked for that time off to attend church. As soon as they were done, yes, their asses were in the shop. But before? No. It meant I worked a lot of Sundays, and missed mass myself on any number of occasions, but I was square with what was expected legally.

If the company listed in the listed lawsuit was refusing people the right to practice their religion, then they're pretty much screwed. If the Somalis are ticked off because they weren't getting paid for the time they were praying, that's another thing entirely. The problem with the clothing has nothing to do with Equal Opportunity Employment---it has everything to do with OSHA regulations about what is appropriately safe work wear. If they don't want to follow the rules, that's their problem. A company could get in a lot of trouble with OSHA if there was a workplace accident related to flowing robes, and they knew it. It's essentially the same thing as not hiring someone you know has a drinking/drug problem (and it's come up on background checks) to operate heavy machinery. Sure, you could hire them. Do you want the trouble that comes with it, though?
Kathy | Homepage | 06.16.08 - 11:33 am | #

Kathy...I think you are right and wrong at the same time...for companies with more than 15 people, federal law requires employers to "reasonably accommodate" an employee's religious beliefs. Employers are exempt only if they can show the accommodation would cause an "undue hardship" on business.

42 USCA 2000e-2 and CGS § 46a-60
Brent | 06.16.08 - 11:45 am | #

Kathy, the comment you posted contains quality information and observations, completely without bile.

Thanks, that was refreshing.
Ed Salden | 06.16.08 - 11:46 am | #

Thanks from me too-
A non Y MOUSe;) :) | Homepage | 06.16.08 - 12:03 pm | #

So who wins - The USEEOC or OSHA? That will be interesting to watch.
Bill C | Homepage | 06.16.08 - 1:13 pm | #