Somali Islamists who worked at a Cargill beef processing plant in Fort Morgan, Colorado, recently filed discrimination complaints with the U.S. Equal Employment Opportunity Commission (EEOC) after being fired en masse last December.
Minnetonka-based Cargill fired 150 Somali workers because they deliberately chose not to go to work for three consecutive days. They’re reason? Cargill wouldn’t allow them to take five breaks a day for “prayer.”
Cargill claims it has long accommodated prayer breaks. The reason for their mass termination was “job abandonment.”
Since then, more Islamists have continued to file religious discrimination complaints with the EEOC and the Council on American Islamic Relations (CAIR) has gotten involved, as has a law firm in Denver, Colorado that specializes in “civil rights” and workplace issues.
Incidentally, the Minneapolis Star Tribune mistakenly refers to CAIR as “a Muslim civil rights and advocacy organization.” CAIR is one of many “organizations” tied to the Muslim Brotherhood, a world-wide movement to advance Shari’a law and establish a global Caliphate.
Citing federal law, the Somalis claim Cargill violated their rights when it allegedly placed restrictions on “prayer breaks.” The law states that employers must “reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer’s business.”
But according to Cargill’s spokesperson, Mike Martin, that’s not the case. He said, “There was absolutely no change in our religious accommodation policy. The vast majority of [prayer] requests are granted.”
After the Somalis walked out in mid-December, Cargill even changed its hiring policy. It offered the previously terminated employees to reapply within a 30-day period, instead of the company’s standard policy of a 180-day wait period.
Muslims who have become or are becoming a majority in a neighborhood, city, or region can assert more pressure in communities for them to comply with Shari’a law. In this case, 450 Somalis work at the Fort Morgan plant, out of approximately 2,000. That’s roughly 23 percent.
That’s nearly one quarter of Cargill’s employees who can use the existing legal system in an attempt to actually de-legitimize it. Defensive Jihad explains why Islamists are increasingly threatening and complaining, specifically against non-Muslims, via lawsuits and dissemination of false and/or misinformation. Next, Islamists will try to redefine legal terms, especially related to human rights and civil rights, as to silence speech they deem “offensive.”
The ultimate goal of defensive jihad is to eliminate constitutionally protected rights under the guise of “Shari’a compliance.”
The Center for Security Policy reported last year that in 32 states, 146 cases existed where litigants sought to resolve a dispute applying Shari’a law instead of state law. In 2011, it discovered that in 23 states, American courts applied Shari’a law to rulings that infringed the constitutional rights of women and/or children.
The Somalis are not complaining about prayer breaks. They are using American laws against Americans in order to force Americans to ultimately comply with Shari’a law.