Another lawsuit proceeds according to the principle that American businesses must change the way they operate in order to accommodate Muslims, rather than that Muslims must adapt to American society, laws, and mores. Not too long ago in America, a suit like this would have been laughed out of court, and Vasant Reddy would have been told to find a job that didn’t involve his violating his religious principles. No more. Now it is up to the unlucky business where Vasant Reddy chooses to work to change the way it does business in order to suit him.
Stealth Jihad Update: “Civil-rights suit alleges Muslim was fired for refusing to haul beer, though company had agreed to accommodate his religion,” by Stephanie Farr for the Philadelphia Daily News, October 22 (thanks to Benedict):
A Muslim man claims he was fired by a trucking company after refusing to transport a load of alcohol, according to a civil-rights lawsuit filed recently in federal court.
Vasant Reddy, 35, of Northeast Philadelphia, said it’s against his religious beliefs to “consume, possess or transport alcohol or tobacco,” according to the suit.
He claims he told this to his supervisors at the Philadelphia branch of Schneider National Inc. when he was hired in May 2009. They told him they could accommodate his beliefs, but the next month he was assigned to transport a delivery of Miller Lite, said Reddy’s attorney, Justin Swidler.
When he complained, Reddy’s supervisor told him that his refusal to transport the beer was an “operational violation” and that he would be fired, the suit said.
Reddy said he was assigned another nonalcoholic load that he transported successfully and that another driver moved the Miller Lite shipment, according to court documents.
Two days later, though, Reddy was given a choice: Resign or be fired, Swidler said.
“There is no dispute that he was fired for denying to transport alcohol,” Swidler said. “They fired him because they felt like it was an insubordination for him to request such a thing.”…
Swidler claims that fewer than 5 percent of Schneider’s transports contain alcohol and, therefore, accommodating Reddy’s religious beliefs wouldn’t have been difficult for the company.
“The law is clear that if it creates an undue hardship, you don’t have to accommodate someone,” Swidler said. “Clearly, a bar doesn’t have to hire someone who is Muslim, but it’s different if it’s only 1, 3 or 5 percent of your business.”