Americans are told they are
the front line in the war against homeland terrorism and that their best
defense is to be vigilant and report suspicious activity, yet—as
happened recently in San Bernardino—citizens are afraid if they step
forward or act on their suspicions, they'll be taken to court.
(Washington,
DC)—In the aftermath of the San Bernardino terrorist attacks the Obama
administration has issued a new warning regarding workplace
discrimination "against individuals who are, or perceived to be, Muslim
or Middle Eastern." (Photo via Wikipedia)
American
businesses are to accommodate the religious needs of Muslims and assure
that they aren't being harassed or intimidated, states the order which
was issued by the Equal Employment Opportunity Commission (EEOC), the
bloated federal agency that enforces the nation's workplace
discrimination laws. Those who don't oblige will be prosecuted by the
administration for violating federal law, specifically Title VII of the
Civil Right Act which prohibits discrimination on the bases of religion.
"The attacks in Paris and San Bernardino, California, in late 2015
and other recent world events have heightened concerns about workplace
protections for all employees, including individuals who are, or are
perceived to be, Muslim or Middle Eastern," the EEOC asserts in its
recently issued document. "Discrimination in the workplace based on
religion, national origin, or race is strictly prohibited by federal and
state laws. Reactions in the workplace to world events demand increased
efforts by employers to prevent discrimination." EEOC Chair Jenny R.
Yang refers to Muslims as "vulnerable communities" that need protection
"even as we grapple with the concerns raised by the recent terrorist
attacks."
In the last few years the administration has sued a number of U.S.
businesses for violating Muslim civil rights under Title VII, including
companies in Nebraska, California and Colorado for not accommodating
prayer breaks and forbidding Islamically-mandated headscarves (hijabs)
on the job. Just a few months ago the EEOC helped two Muslim truck
drivers working for an American company in the U.S. get hefty
settlements after being fired for refusing to transport alcohol because
it violates their religious beliefs. American taxpayers pick up the tab
for all this litigation, which is conducted in federal courts throughout
the nation.
Though the effort to protect Muslim rights in the American workforce
was launched the day Obama became commander-in-chief, the administration
drove home the point after the San Bernardino massacre by two Islamic
terrorists. The new warning urges employers and employees to be
particularly mindful of instances of harassment, intimidation or
discrimination against Muslims and reminds businesses that
accommodations for Muslim workers don't just include time off for
religious holidays but also "exceptions to dress and grooming codes."
Even if a situation does not amount to illegal harassment under federal
law, the mandate asks employers to intervene in order to protect Muslim
rights.
The
document includes two attachments, in question-and-answer format, with
hypothetical instances of discrimination. The first is geared towards
employers and features two fictitious characters, Aliyyah and Susan that
encountered prejudice for their "religious attire." An assistant
manager at the store where Aliyyah applied to be a cashier believed her
religious attire would make customers uncomfortable and Susan's hijab
violated an office dress code. Both instances constitute civil rights
violations, according to the EEOC. The employer section also includes
hypotheticals involving an Arab American named Muhammad and a Muslim
named John who are harassed by colleagues about their religion. (Photo via MorgueFile)
The portion aimed at employees makes similar points with an added
flare of drama. In that version the woman wearing the hijab was offered a
bakery job over the phone but the manager appeared "startled" by her
appearance and hired someone else. "In your situation, it appears that
you were sent home because the employer had a negative reaction to your
hijab, which you wear for religious reasons," the new EEOC document
asserts. A genderless Muslim character also complains about a coworker
seeking "long discussions about Islam, ISIS and terrorism." It's
possible the employer may not be helpful or might not see it as a
problem at all, the EEOC concludes, encouraging Muslims that find
themselves in these situations to file discrimination charges with the
agency "at any time."