Archive for September, 2008
“This is a case where truth is truly stranger than fiction,” said Tancredo. “Today the British people are learning a hard lesson about the consequences of massive, unrestricted immigration.”
Tom Tancredo, (R. CO) is proposing very important legislation to keep America Democratic, free of Sharia Law. This is important to you and to me… You may think that sharia cannot apply to you, but you could be dead wrong! As of last week, Sharia courts are now in Britain. If Sharia courts become established in the U.S., I predict that Muslims will look for ways to drag non-muslims into their courts. A non-muslim can be accused of a crime against a muslim. It is not fair to Free Thinkers who wish to remain Sharia-free. It is not fair to a former muslim who wants to convert to another religion, or simply does not want to practice Islam. It is equally not fair to an immigrant woman from the Middle East who wishes to live in a democratic society! I am an American with Islamic experience. If Sharia were in America, my ex-muslim husband could drag me into a sharia court. I practiced Islam to learn my husbands religion and help him assimilate. My reversal back to Christianity makes me an apostate to Islam. I could also be falsely accused of adultry during the marraige that ended 20 years ago! This is real folks…Sharia courts in Britain are very disturbing. Please read about the common sense legislation to help keep America free!: “Jihad Prevention Act” would deny U.S. visas to advocates of ‘Sharia’ law, expel Islamists already here. -MCL
Tancredo Proposes Anti-Sharia Measure in Wake of U.K. Certification of Islamic Courts
By T.Q. Houlton
September 18, 2008
( WASHINGTON, DC ) – Amid disturbing revelations that the verdicts of Islamic Sharia courts are now legally binding in civil cases in the United Kingdom, U.S. Representative Tom Tancredo (R-Littleton) moved quickly today to introduce legislation designed to protect the United States from a similar fate.
According to recent news reports, a new network of Sharia courts in a half-dozen major cities in the U.K. have been empowered under British law to adjudicate a wide variety of legal cases ranging from divorces and financial disputes to those involving domestic violence.
Sharia law, favored by Muslim extremists around the world, often calls for brutal punishment – such as the stoning of women who are accused of adultery or have children out of wedlock, cutting off the hands of petty thieves and lashings for the casual consumption of alcohol. Under Sharia law, a woman is often required to provide numerous witnesses to prove rape allegations against an assailant – a near impossible task.
“When you have an immigration policy that allows for the importation of millions of radical Muslims, you are also importing their radical ideology – an ideology that is fundamentally hostile to the foundations of western democracy – such as gender equality, pluralism, and individual liberty,” said Tancredo. “The best way to safeguard America against the importation of the destructive effects of this poisonous ideology is to prevent its purveyors from coming here in the first place.”
Tancredo’s bill, dubbed the “Jihad Prevention Act,” would bar the entry of foreign nationals who advocate Sharia law. In addition, the legislation would make the advocacy of Sharia law by radical Muslims already in the United States a deportable offense.
Tancredo pointed to the results of a recent poll conducted by the Centre for Social Cohesion as evidence that the U.S. should act to prevent the situation in Great Britain from replicating itself here in the United States. The poll found that some 40 percent of Muslim students in the United Kingdom support the introduction of Sharia law there, and 33 percent support the imposition of an Islamic Sharia-based government worldwide.
We need to send a clear message that the only law we recognize here in America is the U.S. Constitution and the laws passed by our democratically elected representatives,” concluded Tancredo. “If you aren’t comfortable with that concept, you aren’t welcome in the United States.”
September 29, 2008 at 9:13 pm
I needed a good laugh…Thanks Judy!!!
I was depressed last night so I called Lifeline… Got a call center in Pakistan… I told them I was suicidal… They got all excited and asked if I could drive a truck
This is precious! …Sometimes that is all people can understand…Like a kid (or spouse) cannot “hear” you when you scream at them. They get all confused and upset, and block you out and do exactly the opposite of what you want. We need more funnies like this.. !
September 24, 2008 at 9:06 am
Tom Tancredo, (R. CO) is proposing very important legislation to keep America Democratic, free of Sharia Law. This is important to you and, to me personally. You may think that sharia cannot apply to you, but you could be dead wrong! As of last week, Sharia courts are now in Britain. Once Sharia courts become established there, I predict tht Muslims will be looking for ways to drag non-muslims into their courts. A non-muslim can be accused of a crime against a muslim.
It is not fair to those who wish to be free of Sharia, such as a muslim child who wants to convert to another religion, or simply does not want to practice Islam. It is equally not fair to a Middle Eastern woman who wants to live in a democratic society!
I am an American with Islamic experience. If Sharia were in America, my ex-muslim husband could drag me into a sharia court. I practiced Islam to learn my husbands religion and help him assimilate. Now I can be accused of apostacy! I could also be falsely accused of adultry during a marraige that ended 20 years ago! This is real folks…Sharia courts in Britain are very disturbing. Please read about the common sense legislation to help keep America free!:
AMERICA MUST NEVER SUCCUMB TO ISLAM’S SHARIA LAW
Take further action:
September 23, 2008 at 9:31 pm
Praise the Lord! Ramadan is almost over. Soon American and European employers won’t have to be intimidated by hungry, hollow-faced, dry-mouthed, weak employees in the workplace. Those of you who were intimidated into being politically correct enough to allow your employees to work in such dire circumstance (it would be inhumanely cruel if you demanded they not eat, drink, or smoke for 12 hours) can take heart. You do not even have to endure it for the rest of the month. Read this and decide if it was worth it after all.
Most reputable organizations desire to balance corporate, client, and employee needs. In light of such considerations, special interest groups within organizations may wish to take advantage of a modern employer’s goodwill policies. While efforts are usually made to grant reasonable requests, some desires can be unsettling and counterproductive. Muslims are special interest groups who often ask for special favors in the workplace with regard to but not limited to prayers and fasting. Further desires for evaluation could be relevant to wishes regarding gender segregation, food preference and availability, client involvement, personal hygeine, and product handling.
Once procedural precedent is set, Muslim employees within other organizations will attempt to follow suit, and the demands for special privileges will increase promptly and proportionally throughout our country’s policies, institutions, and organizations.
I practiced Islam for a few years and learned that Muslim prayer times are not obligatory when work, circumstances, or other situations make it inconvenient or otherwise inappropriate. Therefore, Muslims are not required to pray during the work hours. It is quite acceptable and very common for them to make up missed prayers at home, even in the Middle East. Unperformed Muslim prayers can accumulate days upon days if necessary. Muslims simply cannot do them in advance of their prescribed times. Indeed, Muslims may choose to go to great lengths to pray in out of the ordinary places because of peer pressure and prestige. It is a good way to separate themselves from the other employees, gain special recognition, demonstrate piousness, and set precedent for Sharia Law.
Spending several months in the Middle East as a practitioner of Islam, I neither saw nor heard of a public, or private for that matter, “footbath.” Interestingly, a Muslim can even use dirt instead of water to wash before praying if water is not available.
With regards to fasting, a Muslim does not have to fast for similar reasons as above. Fasting, unlike to praying, does not have to be made-up.
An organization should carefully weigh what is in its best interest in relation to permissiveness, expenses, safety, client needs, and compatibility with regards to employee, customer, and community responsibilities.
Footbaths may cause an organization to spend unnecessary money on superficial needs, while prayer time and space may require inconvenient expenses and scheduling. Gender segregation can cause expensive design considerations, while workplace procedure and product handling inadequacies can be offensive to a valuable and diverse base of customers, clients, and employees.
With regards to fasting during Ramadan, the break-fast time is at sunset. This actually means that food, beverages, smoking, and sexual activities can only be enjoyed during the hours of darkness. It does not mean that one must eat at sunset. It means they cannot indulge in the aforementioned during the daylight hours, or prior to sunset. Another feature of fasting is waking early to eat a meal before the sun rises, which can lead to fatigue and weakness later in the day.
An organization must determine if it is productive to accommodate employees who are weak with hunger and thirst, and drowsy from rising before sunrise to eat. Faithful employees who do not require special needs may be justifiably resentful by the granting of such gratuitous “requests.” And most significant and overlooked is the reality that special concessions can become dangerously irreversible, potentially leading to demands, once initial indulgence is made.
Since the promulgation of Islam is an unspoken objective behind most Muslim special interest wishes, employees and organizations should carefully anticipate the outcome and the necessity of requests that are merely an effort to gain further ground for the ambitious totalitarian ideology.
Omar Ahmad, the founder of the Council of American-Islamic Relations, CAIR, said “Islam is not in America to be equal to any other faith, but to become dominant.”
Host country’s lack of knowledge about Islam allows incoming and existing Muslims to ask for special policy, procedure, and concessions that are not genuinely necessary for religious practice, while the actual reason for special requests is to expedite Islam’s ‘peaceful’ growth and spread Islam within the benevolent host society. Though employers may strive for workplace amiability, giving in to Muslim procedural requests for special privileges is dangerously irreversible. A concession is perceived as a victory for Islam, and history shows that Islamic victories lead to larger, less diplomatic and more comprehensive victories. Once gained, a new victory is not easily lost. Therefore, any decision for reversal provides Muslims an assumed ‘right’ for retribution.
September 23, 2008 at 7:58 am
- Somali Workers at Swift
By Chris Casey
September 9, 2008
Muslim employees of Greeley’s JBS Swift & Co. meatpacking plant congregate Monday at Lincoln Park, 10th Avenue and 9th Street in Greeley, to hear the compromise reached by the Somali Muslim community leaders and the executives at Swift. The workers are asking the company to allow them to have their break at 7:30 p.m. to break their fast of Ramadan.
More than 150 Muslim workers didn’t report to their meatpacking plant jobs Monday in the wake of what they called JBS Swift & Co.’s sudden reversal of accommodation for their religious fasting during Ramadan.
The workers initially planned a two-mile march from downtown Greeley’s Lincoln Park to the plant, but a gathering that formed mid-morning never left the park. Throughout the day, several Greeley police officers watched from the park’s edge.
Company officials met with several workers Monday afternoon at the plant, and Somali representatives later spoke with workers in downtown Greeley.
Graen Isse, a Swift worker and group spokesman, said the workers would not discuss details of their grievances, which were supplied to Swift in writing, until the company responded. He said he expected to hear from Swift Tuesday morning.
“I believe (the workers) will be back to their jobs,” Isse said.
Asked what would happen if the workers didn’t get what they wanted, Isse said, “That’s another question. We’ll pass on that.”
The workers, mostly Somalis but many also from several other East African nations, said they were told by Swift management on Friday to not report to work Monday until the matter of changing break times to accommodate their Ramadan fasts was settled.
On Friday, about 300 Muslim workers left work mid-shift — about 9:30 p.m. — when they say they were told not to break at 7:30 p.m., when their roughly 12 hours of daily fasting for Ramadan ended. Earlier in the week, the workers negotiated with Swift to get an earlier break to allow them food and water after their fast.
Several Somali workers said Monday the company had fired as many as six employees on Friday, but a Swift official said Monday afternoon that was not true.
“No one has been terminated at this point,” said JBS Swift spokeswoman Tamara Smid.
Mohammed Osman, a Swift worker, said three women Muslim workers were fired after they went into an employee locker room to pray in the early evening Friday.
Omar Clarke, who described himself as “a white-and-black” Muslim but not Somali, said workers at 7:30 p.m. Friday were told not to leave their work lines. He said the company then locked bathrooms to stop workers from going to them.
“At 7:30 Friday they did not accommodate us on our religious beliefs,” he said. “After they told us we couldn’t pray, we all walked out.”
Ramadan is one of the most important parts of the Muslim calendar. The fasting, which lasts a month, is one of the five pillars of the Muslim religion. The month, based on the Muslim lunar calendar, requires Muslims to fast from sunrise until sunset. The fast is a method of purification, according to the Council on American-Islamic Relations.
Swift has hired hundreds of Somalis — as well as Ethiopians, Eritreans, Sudanese, Cameroonians and Congolese — in the past two years. The company’s recent addition of 1,300 jobs on a second shift opened the door to the African refugees who are legally in the United States. The Somalis — about 1,085 came to Colorado in the last year — have come to the United States under the United Nations resettlement program for refugees.
Smid read a company statement late Monday afternoon: “Friday evening, a group of employees left work without proper authorization. The matter was discussed with their union representatives and the company took appropriate action. JBS Swift desires to accommodate the religious practices of all employees, which includes its Muslim employees, provided it can do so reasonably, safely and without undue burden.
“JBS Swift works closely with its employees and their union representatives to accomplish this balance of reasonable accommodation and operational requirements,” the statement concluded.
Smid said she could not elaborate on the size of the group that left work and what the company’s “appropriate action” might entail.
The workers said they didn’t know if they would return to work Tuesday. Many said they were waiting to hear from Swift management.
Friday afternoon, about 150 non-Muslim Swift workers protested the company’s break-time accommodation of the Muslims. They said that the change was unfair to workers of other religious beliefs who don’t receive similar concessions.
Brianna Castillo, a non-Muslim JBS Swift worker told the Tribune Friday, “The Somalis are running our plant. They are telling us what do to.”
Aziz Dhies, who doesn’t work at Swift but said he is a local representative of the Somali community, said the Somalis are peacefully trying to get what they consider a rightful concession to their religious beliefs.
“We are very peaceful people. We don’t hate anybody,” he said. “We love everybody here.”
On Friday, JBS Swift’s global human resources director Jack Shandley said U.S. law requires companies to “make reasonable accommodations” for religious observances.
Shandley said the company was working quickly to address worker complaints on both sides of the issue.
We’re working with all parties to try to reach a reasonable accommodation,” Shandley said. “We think we’re reaching that to balance the needs of everybody.”
Manny Gonzales, spokesman for United Food Commercial Workers Local 7, the union that represents production workers at Swift, said Monday that the union was “filing the appropriate grievances over the matter” and working to negotiate a resolution.
Greeley police spokesman Joe Tymkowych said Monday morning that the Somali workers had notified the police they would march to the plant. As of early afternoon, the workers were meeting peacefully in the downtown park and not causing a disturbance, he said.
Meanwhile, at about 3:30 p.m. Monday, about 30 East African workers walked into the plant for the evening work shift. Isse said they were brand-new hires reporting for their first day of work.
Joe Rios, a day-shifter for nine months at Swift, said he felt the Somalis were asking for special treatment and “taking advantage of our kindness” in America. He said “most of us” at Swift are Catholic and observe a month of Lent each year without seeking work concessions based on religion.
“I think it’s either you want to make money and work and put your prayers aside or you stay home,” he said.
Rios said he’d heard that some disgruntled Muslim workers damaged property in the Swift parking lot Friday.
Tymkowych said police, who responded to the release of workers Friday night, didn’t encounter any vandalism. “If it happened inside (the plant), they didn’t tell us about it,” he said.
September 10, 2008 at 5:20 am
A supervisor at the JBS-Swift & Co. plant, green hat, instructs workers protesting Friday to return to their job or face possible termination. The workers were protesting the decision Swift managers made on Wednesday to move the second-shift lunch break to about 7:30 p.m. to accommodate Muslim workers who needed the earlier break to end their fast as part of the observance of the holy month of Ramadan. -Chris Casey, The Tribune, Sept. 6, 2008
Read the entire article
Muslims do not have to break their fast at a particular time, they just may not break their fast prior to sunset. It is not Swifts decision that they are fasting in the first place. No one is forcing them to fast…Furthermore, Muslims are not required to fast if it interferes with a work duty or schedule. It is a religious observance that should be practiced if possible. Muslims often say… “there is no compulsion in religion”. If that is really as true as they claim, their decision to fast and request a special break time is a non-hospitable, aggressive observance decision. The special break time infringes on the other workers right to break at their required time. Latinos and Catholics are upset because the new schedule forces the second shift to work more consecutive hours after their break.
There used to be a popular saying in America that I have not heard in a long time; “When in Rome, do as the Romans do.””
I for one, am going to contact Swift and tell them what I think.-MCL
STOP THE ISLAMIZATION OF AMERICA!
JBS Swift & Company™
1770 Promontory Circle
Greeley, CO 80634
September 9, 2008 at 11:22 pm