This is further proof of what I have explained for years. Accommodation to Muslim demands gives way to more demands, more submission. One prime example of this is what happened to Hertz. Hertz was exceedingly generous to their Muslim workers. And the Muslim response was an endless war of litigation and attrition. Hertz provided prayer rooms, rugs and prayer break times. Not good enough. Back in 2011, I reported that Hertz had was forced to suspend 35 Muslim workers because they were abusing their extra special “prayer break times” and refusing to clock out when praying. There was no way of knowing when their Muslim workers returned from their lengthy prayer breaks — five times a day. Then Muslim workers officially filed a lawsuit against the Hertz rental car company for “islamophobia.”

I’ve been warning about this for years. You can read about it, and find tips for resisting it, in my book Stop the Islamization of America.

American companies have been accompanying Muslim demands for years, and we have seen the explosion of Muslim lawsuits against American businesses — because no matter how much they accommodate, and they invariably do, it’s never enough.

The Muslim flight attendant who refuses to serve alcohol to airline passengers. The Muslim who took Abercrombie and Fitch all the way to the Supreme Court because she wanted to wear the hijab despite their dress code. The Muslims who sued Star Transport trucking because they refused to do their job, transport alcohol.

Muslim lawsuits against Hertz, Wal-Mart, Target, Disney and a host of other American businesses for special rights, special accommodation have been largely successful creating a special rights for a special class of people — which is an accordance with Islam (in which Muslims are superior to the kuffar). But it goes against every American tenet of individual rights and separation of mosque and state).

The pattern is always the same. Companies that accommodate Muslims learn the hard way that accommodation leads to more demands, more submission, more sharia. Muslims employed by Ariens are allowed to leave the production line twice a shift to pray two of the five prayers their faith requires of them daily. They prayed five minutes at a time, designating their specific duties to colleagues. Arien is “asking employees to pray during scheduled breaks in designated prayer rooms. Our manufacturing environment does not allow for unscheduled breaks in production.” Not good enough for Muslim workers. They want to stop the line. Mind you, these Muslim workers don’t have to pray at those times. They can make up the missed prayers later. They don’t stop production lines in Iran and other Muslim countries for prayer. But here in the West, it is a way to impose Islam on the workplace, on the secular marketplace — and on their co-workers.

It is becoming increasingly difficult in this country to refuse to submit to the blasphemy laws under the sharia. These demands for accommodation are part of a very deliberate pattern to impose Islam on the secular marketplace.nA Muslim woman sued Disney. She applied to and worked for Disney sans hijab. Subsequently, she insisted on wearing the hijab despite Disney’s dress code. Disney’s strict dress, the Disney Look, has been company policy since 1957. Disney issued this statement about the case:

“Walt Disney Parks and Resorts has a history of accommodating religious requests from cast members of all faiths. We presented Ms. Boudlal with multiple options to accommodate her religious beliefs, as well as offered her several roles that would have allowed her to wear her own hijab. Unfortunately, she rejected all of our efforts and has since refused to come to work.”

Of course she did.

Disney tried to accommodate Boudlal’s demands, even designing special headcoverings for her that went along reasonably well with the “Disney Look.” But she was unmoved. American Civil Liberties Union attorney Mark Rosenbaum revealed that the suit was all about making Disney bend to Muslim demands. He said: “You never see anyone working there wear a hijab. We want those practices changed, and want training for employees and managers. It’s about getting Disney to change its policies and practices.”

In all these cases, the company bends over backwards to accommodate these supremacist demands. But that’s always taken as a sign of weakness, and accommodation gives way to more demands.

In another case in New Jersey, a Muslim woman teamed up with the Hamas-tied Council on American-Islamic Relations (CAIR) to file a complaint with the Equal Employment Opportunity Commission (EEOC). Why? Because her boss asked her to remove her hijab for safety reasons.

That was reminiscent of Samantha Elauf, the devout Muslim 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.

“Muslim workers at Amazon warehouse complain of ‘unfair’ and ‘dangerous’ workload during Ramadan,” by Chris Enloe, The Blaze, June 5, 2018 (thanks to Fred):

Dozens of Muslim workers protested outside of an Amazon warehouse center south of Minneapolis on Monday, voicing their concerns over workplace conditions during Ramadan, Islam’s holy month. What is going on? According to WCCO-TV, the workers at the Eagan facility claim their rigorous workload is “unfair” and “dangerous.” That’s because during Ramadan, which ends mid-June, Muslims are required to fast during daylight hours, meaning they are unable to eat or drink. Also, the workers claim they have been given extra duties after supervisors recently said some two-person jobs will be handled by just one person. “I have taken these concerns to our supervisors and leaders at Amazon to address because during the month of Ramadan, we are fasting — and at least the working conditions can be changed, but they have not done so,” one worker said over a loudspeaker at the demonstration. Following their demonstration, the workers presented management with a letter detailing their concerns. How did Amazon respond? Ernesto Apreza, a company spokesperson, told WCCO Amazon respects the religious rights of its workers and has made accommodations for the workers at the Eagan facility. “We have a temporary prayer room at this location and are in the process of building a permanent one,” he said. In addition, Apreza told WCCO that workers at the Eagan location are well compensated, earning at least $15 per hour plus benefits….

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