Muslims will win accommodation everywhere thanks to this precedent setting agreement announced today

A federally mediated agreement in Minnesota, announced today on the eve of 9/11,  will change the workplace environment in favor of Muslim religious accommodation across this land.    Just in the last few days, the controversy  building between Somali workers, other workers and Swift Foods in Greeley, CO now has an assured outcome.  The Somalis (and CAIR) will win the argument—again!

From the Minneapolis Star Tribune today, thanks to one of our many watchful readers:

In a landmark settlement that could change the way Muslims are treated in the workplace, St. Cloud-based Gold’n Plump Inc. has agreed to allow Somali workers short prayer breaks and the right to refuse handling pork at its poultry processing facilities.

The federally mediated agreement is among the first in the nation that requires employers to accommodate the Islamic prayer schedule and the belief, held by many strict Muslims, that the Qur’an prohibits the touching and eating of pork products.

And, note the EEOC (CAIR’s handmaiden) is behind this:

The agreement follows a year-long examination by the U.S. Equal Employment Opportunity Commission (EEOC) and a class-action lawsuit brought in October 2006 on behalf of nine Somali immigrants who worked at Gold’n Plump’s poultry processing plants in Cold Spring, Minn., and Arcadia, Wis.

An EEOC attorney said both sides have reached a settlement in principle.

The settlement will include an undisclosed sum of money for some employees; and some workers may receive new offers of employment at Gold’n Plump.

There are more than 25,000 who refuse to assimilate, thanks to the US State Department:

The settlement could have profound implications for the estimated 25,000 people of Somali descent in Minnesota, who began arriving in the Twin Cities in the late 1970s. Many have insisted on adhering to their traditional religious practices, such as praying five times a day or wearing headscarves, even when they conflict with workplace rules.

Update:   Whew!   Finally here are the numbers I’ve been promising for sometime.

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